91-048 RESOLUTION NO. 91R- 48
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ANAHEIM ACCEPTING A NEW MEMORANDUM
OF UNDERSTANDING ESTABLISHING THE TERMS AND
CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN
CLASSIFICATIONS ASSIGNED TO THE CLERICAL UNIT
REPRESENTED BY THE ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION.
WHERE, Chapter 1.06 of the Anaheim Municipal Code
establishes the employer - employee relations system for the City;
and
WHEREAS, Section 1.06.100 of Chapter 1.06 of said Code
requires a Memorandum of Understanding to be presented to the
City Council or its statutory representative for determination;
and
WHEREAS, the City Council of the City of Anaheim finds
that accepting a new Memorandum of Understanding executed on
February 25, 1991, is in the best interest of the City.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the
City of Anaheim that the Memorandum of Understanding between the
City of Anaheim and the Anaheim Municipal Employees Association
executed by the City Management Representative and the Anaheim
Municipal Employees Association officials on February 25, 1991,
as set forth in the document attached hereto and incorporated by
reference herein, is hereby accepted, with the effective date
thereof to be October 12, 1990.
THE FOREGOING RESOLUTION is approved and adopted by the
City Council of the City of Anaheim this 26th day of February ,
1991.
∎•i YO' OF TH � r Av c OF • AHEIM
ATTEST
iiii‘ 144411
C OF THE Y OF ANAHEIM
APPROVED AS TO FORM:
,j,AW C T Y ATTORNEY OF THE CITY OF ANAHEIM
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) SS.
CITY OF ANAHEIM
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing Resolution No. 91R -48 was introduced and adopted at a regular
meeting provided by law, of the Anaheim City Council held on the 26th day of
February, 1991, by the following vote of the members thereof:
AYES: COUNCIL MEMBERS: Simpson, Daly, Pickier, Ehrle and Hunter
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
AND I FURTHER certify that the Mayor of the City of Anaheim signed said
Resolution No. 91R -48 on the 27th day of February, 1991.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the
City of Anaheim this 27th day of February, 1991.
4415 440 )1/4
/.CITY CLERK OF THE CI OF ANAHEIM
(SEAL)
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing is the original of Resolution No. 91R -48, duly passed and adopted
by the City Council of the City of Anaheim on February 26, 1991.
CITY CLERK OF THE CITY ANAHEIM
.
MEMORANDUM OF UNDERSTANDING
between the
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION,
CLERICAL EMPLOYEES
and the
•
-
A
CITY OF ANAHEIM
October 12, 1990 through October 7, 1993
TABLE OF CONTENTS
PAGE
ARTICLE 1 Preamble 1
ARTICLE 2 Purpose 1
ARTICLE 3 AMEA Recognition 2
ARTICLE 4 Scope 2
ARTICLE 5 Management Rights 3
ARTICLE 6 Employee Rights 3
ARTICLE 7 Notification 4
ARTICLE 8 Consultation 4
ARTICLE 9 Meet and Confer 5
ARTICLE 10 Memorandum of Understanding 5
ARTICLE 11 Discussion 6
ARTICLE 12 Check Off 6
ARTICLE 13 AMEA Organization 7
COMPENSATION AND PAY PROVISIONS
•
ARTICLE 14 Compensation 9
ARTICLE 15 Classification 10
ARTICLE 16 Appropriate Salary Step 11
ARTICLE 17 Salary Relationships 15
ARTICLE 18 Hours of Work and pay Day 17
ARTICLE 19 Temporary Upgrade 18
ARTICLE 20 Payroll Deductions 20
EMPLOYMENT PROVISIONS
ARTICLE 21 General 21
ARTICLE 22 Appointment and Promotions 23
ARTICLE 23 Employment Lists 26
ARTICLE 24 Probation 26
i
TABLE OF CONTENTS
PAGE
ARTICLE 25 Outside Employment 28
ARTICLE 26 Service Awards 28
ARTICLE 27 Training 29
ARTICLE 28 Salary Step Reduction, Suspension
Demotion and Dismissal 29
ARTICLE 29 Layoff and Reemployment 33
ARTICLE 30 Transfer 36
ARTICLE 31 Reinstatement 37
ARTICLE 32 Voluntary Demotion 38
LEAVE PROVISIONS
ARTICLE 33 Bereavement Leave 39
ARTICLE 34 Holidays 40
ARTICLE 35 Industiral Accident Leave 42
ARTICLE 36 Jury Duty and Court Appearances 43
ARTICLE 37 Leave Without Pay 44
ARTICLE 38 Military Leave 45
ARTICLE 39 Sick Leave 45
ARTICLE 40 Vacation 51
PREMIUM PAY PROVISIONS
ARTICLE 41 General Overtime 54
ARTICLE 42 Bilingual Pay 55
ARTICLE 43 Call Out 56
ARTICLE 44 Shift Differential 56
ARTICLE 45 Short Shift Change 57
ARTICLE 46 Stand By 58
ARTICLE 47 Travel and Mileage Expense 58
ARTICLE 48 Meal Allowances 59
ii
TABLE OF CONTENTS
PAGE
GRIEVANCE PROVISIONS
ARTICLE 49 General Grievance 60
ARTICLE 50 Grievance Procedure Representation 65
MEDICAL PROGRAMS
ARTICLE 51 Insurance 65
ARTICLE 52 Post Retirement Medical Benefits 71
ARTICLE 53 Physical Examinations 76
ARTICLE 54 Joint Committee on Medical Program 77
MISCELLANEOUS
ARTICLE 55 Agency Shop 78
ARTICLE 56 Notification of Contracting Out 78
ARTICLE 57 No Strike 78
ARTICLE 58 Transfer of Classifications 79
ARTICLE 59 Implementation of Memorandum of
Understanding 79
ARTICLE 60 Construction 80
ARTICLE 61 Savings Clause 81
ARTICLE 62 Duration 81
SIGNATURES 82
RATES OF PAY
APPENDIX A Wages 83
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ARTICLE 1.
PREAMBLE
1.1. The wages, hours and conditions of employment that are
set forth in this Memorandum have been discussed and jointly
proposed by and between the staff officials of the City of
Anaheim, (hereinafter called "ANAHEIM ") and Anaheim Municipal
Employees Association, Clerical Employees Unit (hereinafter
called "AMEA ") and shall apply to all the employees of ANAHEIM
working in the classifications set forth in Appendix "A ".
1.2. The terms and conditions of employment that are set
forth in the Memorandum have been discussed in good faith
between the staff officials of ANAHEIM and AMEA. AMEA agrees to
recommend acceptance by its members of all of the terms and
conditions of employment as set forth herein, and the staff
officials of ANAHEIM agree to recommend to the Anaheim City
Council that all of the terms and conditions of employment as
set forth herein be incorporated in full in a resolution of the
City Council. Upon the adoption of such a resolution, all the
terms and conditions of this Memorandum so incorporated shall
become effective without any further action by either party.
ARTICLE 2.
PURPOSE
2.1. The objectives of the parties to this agreement are to
promote full communication between ANAHEIM and its employees and
to promote the improvement of employer - employee relations within
the municipal government by providing a uniform basis for
recognizing the right of employees to join organizations of
their own choice and be represented by such organizations in
their employment relationships with ANAHEIM.
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ARTICLE 3.
AMEA RECOGNITION
3.1. ANAHEIM hereby recognizes the AMEA as the bargaining
representative for all its members to the fullest extent
allowable under California law applying to public employees. As
public employees, such employees shall have the right to discuss
individual problems of employment with ANAHEIM, provided that
upon request of the employee, the AMEA shall be kept fully
informed and have the right to be present at all such meetings
between ANAHEIM and the individual.
ARTICLE 4.
SCOPE
4.1. All officers and positions of ANAHEIM are divided into
the classified service and the exempt service. The exempt
service shall include the following:
4.1.1. All elected officials and members of boards and
commissions.
4.1.2. The City Manager, City Attorney, City Treasurer and
City Clerk.
4.1.3. Volunteer personnel and personnel appointed to
serve without pay.
4.1.4. Architects, consultants, counsel, and others
rendering temporary professional service.
4.1.5. Such positions involving seasonal or part -time
employment as may be specifically placed in the exempt
service by the Human Resources Director.
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4.2. The classified service shall include all other
positions that are not specifically placed in the exempt service
by this Article.
4.3. The provisions of this Article and agreement shall
apply only to the classified service unless otherwise
specifically provided.
ARTICLE 5.
MANAGEMENT RIGHTS
5.1. Management retains, exclusively, all its inherent
rights, functions, duties and responsibilities except where
specifically limited in this document. The rights of Management
include, but are not limited to, the exclusive right to consider
the merits, necessity or organization of any service or activity
provided by law, or administrative order; determine the mission
of its constituent departments, commissions and boards; set
standards of service, determine the procedures and standards of
selection for employment and promotion; direct its employees;
take disciplinary action; relieve its employees from duty
because of lack of work or for other legitimate reasons;
maintain the efficiency of ANAHEIM'S operations; determine the
methods, means and personnel by which ANAHEIM'S operations are
to be conducted; determine the content of job classifications;
take all necessary actions to carry out its mission in
emergencies; and exercise complete control and discretion over
its organization and the technology of performing its work.
ARTICLE 6.
EMPLOYEE RIGHTS
6.1. Employees shall have all rights granted to public
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employees under California law. Employees shall have the right
to form, join and participate in the activities of employee
organizations of their own choosing for the purpose of
representation on all matters of employer - employee relations.
Employees also have the right to refuse to join or participate
in the activities of employee organizations and shall have the
right to represent themselves individually in their employment
relations with ANAHEIM. No employee shall be interfered with,
intimidated, restrained, coerced, or discriminated against by
ANAHEIM or by any employee organization because of his exercise
of these rights.
ARTICLE 7.
NOTIFICATION
7.1. Reasonable written notice shall be given by the City
Management Representative to AMEA, of any proposed ordinance,
resolution, rule or regulation directly relating to matters
within the scope of representation to be presented to the City
Council for determination, and AMEA shall be given the
opportunity to meet with the City Management Representative
prior to submission to the City Council for determination.
7.2. In cases of emergency when the City Council determines
that an ordinance, resolution, rule or regulation must be
adopted immediately without prior notice or meeting with AMEA,
the City Management Representative shall provide such notice at
the earliest practicable time following the adoption of such
ordinance, resolution, rule or regulation.
ARTICLE 8.
CONSULTATION
8.1. The City Management Representative, after consultation
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in good faith with representatives of AMEA, may recommend
adoption of reasonable rules and regulations for the
administration of employer- employee relations. The City
Management Representative shall consult in good faith with
representatives of AMEA on employer - employee relations matters
which affect them, including those that are not subject to
meeting and conferring.
ARTICLE 9.
MEET AND CONFER
9.1. The City Management Representative and representatives
of AMEA, shall have the mutual obligation personally to meet and
confer in order to exchange freely information, opinions and
proposals and to endeavor to reach agreement on matters within
the scope of representation. Nothing herein precludes the use
of any impasse procedure authorized by law whenever an agreement
is not reached during the meeting and conferring process and the
use of such impasse procedure is mutually agreed upon by the
City Management Representative and AMEA.
9.2. The City Management Representative shall not be
required to meet and confer in good faith on any subject
preempted by Federal or State Law or by the City Charter nor
shall he be required to meet and confer in good faith on
Management or Employee Rights as herein defined. Proposed
amendments to this Article are excluded from the scope of
meeting and conferring.
ARTICLE 10.
MEMORANDUM OF UNDERSTANDING
10.1. When the meeting and conferring process results in
agreement between the City Management Representative and AMEA
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such agreement shall be incorporated in a written memorandum of
understanding, signed by the City Management Representative and
AMEA representatives. The matters incorporated in the
memorandum shall be presented to the City Council, or its
statutory representative, for determination.
ARTICLE 11.
DISCUSSION
11.1. It is the intent of both parties to maintain an open
line of communication for the betterment of employer - employee
relations. Any issue not pertaining to grievances or grievable
issues may be discussed by AMEA or ANAHEIM at either party's
request.
11.2. A party requesting a discussion may orally or in
writing notify the other party of the subject to be discussed.
Thereafter a meeting shall be promptly arranged, at which
meeting not more than two AMEA members and the business manager
or business representative of the AMEA may be present.
11.3. If the parties are not able to resolve the issues after
three meetings, the issues will be considered dropped, unless
both parties agree to meet additional times.
ARTICLE 12.
CHECK -OFF
12.1. ANAHEIM agrees to check -off for the payment of the
regular monthly AMEA dues and to deduct such payments from the
wages of all AMEA members and employees when authorized to do so
by said members and employees, and remit such payments to the
AMEA in accordance with the terms of signed authorizations of
such members and employees. The deduction of such dues and the
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remittal of same by ANAHEIM to the AMEA, shall constitute
payment of said dues and initiation fees by such members and
employees of the AMEA.
ARTICLE 13.
AMEA ORGANIZATION
13.1. AMEA representatives are those elected or appointed in
accordance with the constitution and bylaws of the AMEA.
13.1.1. The AMEA shall notify the City Management
Representative, in writing, of the names and job class
titles of its officers, Employee Representatives and other
representatives each time an election is held or new
appointments are made.
13.1.2. An employee elected or appointed as an officer
or Employee Representatives of the AMEA shall be required
to work full time in his respective job class and shall not
interrupt the work of other employees.
13.2. Officers and representatives (subject to the provisions
of Article 13.1.2.) of the AMEA shall be permitted to visit
employee work locations for the purpose of observing conditions
( under which employees are working, provided such visit shall not
interrupt the work of such employees, interfere with the normal
operations of the department or with established safety
requirements.
13.2.1. Such officers and representatives shall not
enter any work location without the knowledge of the
department head, division head, or other appropriate
supervisor.
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13.2.2. Solicitation of membership and all activities
concerned with the internal management of the AMEA, such as
collecting dues, holding membership meetings, preparation
of petitions or grievance material, preparation of
proposals, campaigning for office, conducting elections and
distributing literature, shall not be conducted during
working hours.
13.3. In the event that the AMEA is formally meeting and
conferring with representatives of ANAHEIM on matters within the
scope of representation during regular City business hours, a
reasonable number of officers, Employee Representatives or other
officials of the AMEA shall be allowed reasonable time off
without loss of compensation or other benefits.
13.3.1. Such officers, Employee Representatives and
representatives shall not leave their duty or work station
or assignment without the knowledge of the appropriate
manager or supervisor.
13.3.2. Such meetings are subject to scheduling in a
manner consistent with operating needs and work schedules.
13.3.3. ANAHEIM agrees to provide a combined total of
up to five hundred (500) hours per year of paid release
time from normal work assignments to the President and
Board members of the AMEA for all activities concerned with
the internal management of the AMEA. AMEA agrees to
reimburse ANAHEIM on an hour - for -hour basis at the
employee's regular rate of pay for all hours of released
time taken by the AMEA President and Board members.
13.4. ANAHEIM shall furnish a bulletin board at mutually
agreeable, specific locations for the purpose of posting notices
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pertaining to AMEA business.
13.4.1. All materials must be dated and must identify
the AMEA.
13.4.2. ANAHEIM reserves the right to determine what
reasonable portion of bulletin boards are to be allocated
to AMEA materials.
13.4.3. If the AMEA does not abide by these provisions
it will forfeit its right to have materials posted on
ANAHEIM'S bulletin boards.
13.5. ANAHEIM shall allow the AMEA to conduct meetings in
City facilities.
13.5.1. Such meetings shall be scheduled in accordance
with regulations governing use of public meeting rooms at
City facilities.
13.6. ANAHEIM agrees to distribute at the Employee
Orientation meeting to employees hired in classifications listed
in Appendix "A ", an informational brochure provided by the AMEA.
e"*" ARTICLE 14.
COMPENSATION
14.1. The City Management Representative shall be responsible
for recommending wages, rates, and salary schedules for each job
class in Appendix "A."
14.2. Prior to any such recommendations, the City Management
Representatives and representatives of the AMEA shall meet and
confer in good faith to endeavor to reach agreement on matters
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concerning wages, hours, and other terms and conditions of
employment in such classifications represented by AMEA.
14.3. At such time as agreement is reached for such
classifications, the City Management Representative and the AMEA
shall jointly submit a written memorandum of such understanding,
which shall not be binding, to the City Council for
determination.
14.4. Wages for the various classifications shall be set
forth in Appendix "A" attached to this Memorandum and by this
reference made a part hereof. The City Management
Representative of ANAHEIM will not recommend any revision or
modifications to this agreement without first consulting on such
recommendations with the AMEA.
ARTICLE 15.
CLASSIFICATION
15.1. The Human Resources Director shall be responsible for
recommending classification of all positions in the classified
service on the basis of the kind and level of the duties and
responsibilities of the positions, to the end that all positions
in the same class shall be sufficiently alike to permit use of a
single descriptive title, the same qualification requirements,
the same test of competence, and the same salary. schedule.
15.1.1. A job class may contain one or more positions.
15.1.2. Classification of all positions in the
classified service shall require approval of the City
Manager.
15.2. A position may be reclassified on the basis of
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changes in or reevaluation of the duties, responsibilities,
and /or qualification requirements of the position.
15.2.1. The Human Resources Director shall be
responsible for recommending such reclassifications as he
finds to be necessary.
15.2.2. A reclassification shall become effective upon
action by the City Manager on a Personnel Action Form.
15.2.3. Incumbents may or may not be reclassified with
their positions, based upon the recommendation of the Human
Resources Director, the appropriate department head, and
the approval of the City Manager.
ARTICLE 16.
APPROPRIATE SALARY STEP
16.1. Regular, full -time employees shall be eligible for
consideration for merit pay increases as follows:
16.1.1. To the "Q" step of the salary schedule after
completion of six months of service in the "P" step.
16.1.2. To the "R" step after completion of six months
of service in the "Q" step.
16.1.3. To the "J" step after completion of six months
of service in the "R" step.
16.1.4. To the "A" step after completion of six months
of service in the "J" step.
16.1.5. To the "B" step after completion of six months
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of service in the "A" step.
16.1.6. To the "C" step after completion of six months
of service in the "B" step.
16.1.7. To the "D" step after completion of one year of
service in the "C" step, except as provided in
Article 16.1.11.
16.1.8. To the "E" step after completion of one year of
service in the "D" step, except as provided in
Article 16.1.11.
16.1.9. In such cases as may occur wherein an employee
shall demonstrate exceptional ability and proficiency in
performance of his assigned duties, said employee may be
given a special merit advancement to the next higher step
without regard to the minimum length of service provisions
contained in this Article upon the approval of the
employee's department head.
16.1.10. For purposes of this Article "six months" shall
be construed to mean thirteen complete biweekly pay
periods; and "one year" shall be construed to mean
twenty -six complete biweekly pay periods.
16.1.11. Certain job classes shall be designated by an
"S" before schedule numbers. Employees in these classes
shall be eligible for consideration for merit pay increases
to the "D" step after completion of six months of service
in the "C" step. They shall be eligible for consideration
for merit pay increases to the "E" step after completion of
six months of service in the "D" step.
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16.2. Merit pay increases shall be granted upon approval of
the employee's department head for continued meritorious and
efficient service and continued improvement by the employee in
the effective performance of the duties of his position.
16.2.1. The effective date of the merit pay increases
shall be the first day of the pay period following approval
as provided in Article 16.2 and completion of the minimum
required service in the next lower step as provided in
Article 16.1.
16.3. Newly hired employees shall normally be compensated at
the lowest step of the salary schedule of the job class for
which he was hired. ANAHEIM may hire at a higher step in the
salary schedule.
16.3.1. The provisions of this Article shall also apply
to re- employed and reinstated employees.
16.4. An incumbent employee reclassified with his position to
a lower job class shall retain his rate of pay and his
anniversary date for purposes of merit pay increases, or shall
be placed in the step of the lower salary schedule closest to
his rate of pay. If the "E" step of the salary schedule of the
lower job class is lower than the incumbent's rate of pay, the
rate of pay shall be identified as the "Y" step of the lower
salary schedule. An employee compensated at the "Y" step
because of a downward reclassification shall remain in the "Y"
step, until such time as his job class is assigned to a salary
schedule in which the "E" step is equivalent to or higher than
the "Y" step, at which time the employee shall be placed in the
"E" step.
16.5. An incumbent employee reclassified with his position to
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an equivalent job class shall retain his rate of pay and his
anniversary date for purposes of merit pay increases.
16.6. An employee who is promoted or reclassified with his
position to a higher job class shall be placed in the step of
the higher salary schedule that will provide a pay increase of
not less than 4% except when the "E" step of the higher salary
schedule provides a pay increase of less than 4 %, or when the
"A" step of the higher salary schedule is more than 4% higher
than the employee's current rate of pay. The employee shall be
given a new anniversary date for purposes of merit pay increases
in accordance with the provisions of Article 16.1.
16.6.1. An employee promoted to a formal apprenticeship
classification may be appointed above the entry level step
and may remain in the step to which he is appointed longer
than the time provided in Article 16.1.
16.7. An employee who is demoted shall be placed in the step
of the lower salary schedule that will provide a reduction in
pay of not less than 4 %. The employee shall be given a new
anniversary date for purposes of merit pay increases in
accordance with the provisions of Article 16.1.
16.8. An employee in a job class which is assigned to a
different salary schedule as a result of a pay adjustment shall
retain his same salary step status in the newly authorized
salary schedule and shall retain the same anniversary date for
purposes of merit pay increases.
16.9. When more than one personnel action involving changes
in an employee's salary step status become effective on the same
day, all such changes shall be in accordance with the provisions
of the preceding paragraphs of the Article, and shall take place
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in the following order of precedence: (1) adjustment to same
salary step in newly authorized salary schedule; (2) merit pay
advancement or reduction in salary step; (3) promotion,
demotion, or reclassification.
ARTICLE 17.
SALARY RELATIONSHIPS
17.1. ANAHEIM and AMEA agree that wages for all
classifications represented by AMEA shall be based on the salary
relationships shown below. The wages in "Appendix At reflect an
agreed upon phased implementation plan to these salary
relationships.
ACCOUNTING SPECIALIST
Accounting Technician 1.250 x Accounting Specialist
Box Office Specialist 1.100 x Accounting Specialist
Cashier 1.050 x Accounting Specialist
Cashier Supervisor 1.250 x Accounting Specialist
Payroll Specialist 1.100 x Accounting Specialist
Payroll Technician 1.250 x Accounting Specialist
Sr Accounting Specialist 1.100 x Accounting Specialist
JTP Specialist 1.050 x Accounting Specialist
OFFICE SPECIALIST
Booking & Sched Specialist 1.250 x Office Specialist
Building Permit Rep 1.100 x Office Specialist
Clerk .850 x Office Specialist
Council Agenda Coordinator 1.250 x Office Specialist
Data Entry Operator 1.050 x Office Specialist
Data Processing Clerk 1.000 x Office Specialist
Departmental Records Specialist 1.200 x Office Specialist
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Housing Eligibility Specialist 1.100 x Office Specialist
Intermediate Clerk .950 x Office Specialist
Library Circulation Specialist 1.100 x Office Specialist
Library Clerk .850 x Office Specialist
Library Tech Sery Specialist 1.200 x Office Specialist
Office Specialist /Transcriber 1.050 x Office Specialist
Office Supervisor 1.300 x Office Specialist
Principal Office Specialist 1.225 x Office Specialist
Radio Operator .900 x Office Specialist
Recreation Personnel Specialist 1.225 x Office Specialist
Sr Bldg Permit Rep 1.200 x Office Specialist
Sr Clerk 1.100 x Office Specialist
Sr Data Entry Operator 1.100 x Office Specialist
Sr. Library Clerk 1.050 x Office Specialist
Sr Office Specialist 1.175 x Office Specialist
Sr Telephone Operator /Recep 1.000 x Office Specialist
Sr Word Processing Operator 1.150 x Office Specialist
Telephone Operator /Recep .900 x Office Specialist
Telephone Operator /Recep Supv 1.075 x Office Specialist
Typist Clerk .900 x Office Specialist
Word Processing Operator 1.075 x Office Specialist
Word Processing Supervisor 1.350 x Office Specialist
POLICE DISPATCHER
Police Communications Operator .750 x Police • Dispatcher
Police Communications Supervisor 1.250 x Police Dispatcher
POLICE RECORDS SPECIALIST
Police Records Clerk .900 x Police Records Spec
Police Records Spec /Matron 1.100 x Police Records Spec
Police Records Supervisor 1.350 x Police Records Spec
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SENIOR STOREKEEPER
Automotive Stock Clerk .850 x Senior Storekeeper
Bookmobile Operator .850 x Senior Storekeeper
Property & Supply Clerk .850 x Senior Storekeeper
Property & Supply Supervisor 1.000 x Senior Storekeeper
Sr. Property & Supply Clerk .900 x Senior Storekeeper
Storekeeper .900 x Senior Storekeeper
Supply Clerk /Driver .800 x Senior Storekeeper
Wardrobe Assistant .800 x Senior Storekeeper
ARTICLE 18.
HOURS OF WORK AND PAY DAY
18.1. The average regular work week for employees in
classifications in Appendix "A" shall be forty (40) hours.
18.1.1. For all employees with an average regular work
week of forty (40) hours, the monthly rate shall be the
hourly rate times 2,080 divided by 12.
18.2. Regular salaries and compensation of employees shall be
paid on a biweekly basis.
18.3. ANAHEIM agrees to pay annual sick leave payoff, by
separate checks.
18.4. All holidays and vacation and sick leave shall be paid
at the employees regular rate of pay.
18.5. ANAHEIM and the AMEA agree that in certain instances
alternatives to the traditional work schedule for the
convenience of employees may be appropriate. Such schedules may
be installed under the following guidelines:
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18.5.1. ANAHEIM or the AMEA may initiate discussions
regarding such alternate work schedules.
18.5.2. Alternate work schedules shall not reduce
service to the public.
18.5.3. Such schedules may be revoked by either party
upon notice to the other party.
18.5.4. Such schedules may continue by mutual agreement
of both parties.
18.5.5. Such alternate work schedules shall be created
by Letter of Understanding.
ARTICLE 19.
TEMPORARY UPGRADE
19.1. Temporary upgrading shall be defined as the temporary
assignment of an employee to work in a job class which is
assigned to a salary schedule higher than his regular job class.
19.2. Employees temporarily upgraded to certain job classes
shall be compensated at the lowest step in the higher salary
schedule that will provide a premium of not less than 4.0% of
the employee's regular hourly rate of pay for each hour worked
in the higher job class during normal working hours if they are
assigned to work in the higher job class for a minimum of (2)
hours of each day. Employees temporarily upgraded to job
classes during other than normal working hours shall be
compensated at the lowest step on the higher salary schedule
that will provide an upgrade premium of not less than 4.0% of
the employee's regular hourly rate of pay for all time worked in
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the higher job class. The "E" step in the higher salary
schedule shall be the maximum upgrade premium when the "E" step
of the higher salary schedule provides an upgrade premium of
less than 4.0 %. Such job classes shall be designated in
Appendix "A" by a "U2" before schedule numbers.
19.2.1. Employees upgraded to the job classes listed
below shall be paid in accordance with paragraph 19.1;
provided however that a minimum of one (1) complete work
shift must be worked before payment will be made from the
first hour. Such job classes shall be designated in
Appendix "A" by a "UFS" before schedule numbers.
p
Confidential Positions:
Administrative Assistant
Office Supervisor - Confidential
Principal Office Specialist - Confidential
Secretary
Senior Clerk- Confidential
Senior Office Specialist - Confidential
Senior Secretary
Planning Commission Assistant
Executive Secretary
Appendix "A" positions:
Cashier Supervisor
Office Supervisor
Police Communications Supervisor
Police Records Supervisor
Property and Supply Supervisor
Principal Office Specialist
Senior Accounting Specialist
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Senior Data Entry Operator
Senior Clerk
Senior Office Specialist
Senior Telephone Operator /Receptionist
Word Processing Supervisor
Telephone Operator /Receptionist Supervisor
19.2.2. The following job classes shall be paid an
additional If% pay in lieu of upgrade pay.
Library Circulation Specialist
Library Clerk
Library Technical Services specialist
Senior Library Clerk
19.3. Bargaining unit employees temporarily upgraded to a
management class designated with a "U" shall receive a 5.0%
increase or the minimum rate of the management salary range
whichever is higher. All other upgrading rules as contained in
Article 19.2 will be applicable.
19.4. Upgrade to a vacant position shall be limited to six
months, except in cases of extended sick leave, industrial
accident leave or leave without pay.
ARTICLE 20.
PAYROLL DEDUCTIONS
20.1. Deductions of authorized amounts may be made from
employees' pay for the following purposes:
20.2. Withholding Tax;
20.3. Contributions to retirement benefits;
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20.4. Contribution to survivors' benefits;
20.5. Payment of life insurance and accidental death and
dismemberment insurance premium;
20.6. Payment of non - industrial disability insurance premium;
20.7. Payment of hospitalization and major medical insurance
premium;
20.8. Payment to or savings in the Anaheim Area Credit Union;
20.9. Contributions to United Way;
20.10. Payment of membership dues to the Anaheim Municipal
Employees' Association.
20.11. Purchase of United States Savings Bonds; and
20.12. Other purposes as may be authorized by the City
Council.
ARTICLE 21.
GENERAL
21.1. It is hereby the declared personnel policy of ANAHEIM
that:
21.1.1. Employment by ANAHEIM shall be based on merit
and fitness, free of personal and political considerations.
21.1.2. Appointments, promotions, and other actions
requiring the application of the merit principle shall be
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based on systematic tests and /or evaluations.
21.1.3. Positions having similar duties and
responsibilities shall be classified and compensated on a
uniform basis.
21.1.4. Tenure of employees shall be subject to good
behavior, satisfactory work performance, necessity for the
performance of work, and the availability of funds.
21.1.5. Any action concerning an employee's status of
employment shall be processed on a Personnel Action Form.
fi n•., Such status shall become effective upon action by a
management employee who has responsibility for authorizing
such action. All full -time employees shall receive a true
copy of any personnel action taken concerning their status
of employment.
21.2. Job Bulletins prepared by Human Resources regarding
full -time regular classifications shall be sent to and posted on
Bulletin Boards designated for that purpose.
21.3. Job Bulletins regarding classifications represented by
the AMEA shall be sent to the AMEA during recruitment periods.
21.4. ANAHEIM shall be the sole judge of the testing,
qualification and acceptance procedures of all applicants for
employment and promotion and ANAHEIM retains the right to reject
any applicant for employment; PROVIDED, HOWEVER, that no test or
qualification procedures utilized by ANAHEIM or refusal to
accept for employment shall be done to discriminate for or
against an applicant because of AMEA or non -AMEA membership or
because of race, color, creed, national origin, religion, sex,
age or physical disability, except where age or lack of physical
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disability is a bona fide occupational qualification.
ARTICLE 22.
APPOINTMENTS AND PROMOTIONS
22.1. Appointments and promotions shall be based on merit and
fitness to be ascertained so far as practicable by competitive
examinations. Examinations shall be used and conducted to aid
in the selection of qualified employees, and shall consist of
recognized selection techniques which will, in the opinion of
the Human Resources Director, test fairly the qualifications of
candidates.
22.1.1.
Notwithstanding any other provision of this
Article, vacant positions in the classified service which
would otherwise be filled by open recruitment may be filled
by appointing part -time employees currently employed in
part -time classifications with full -time equivalent
classifications.
22.2. Minimum standards of employment for each job class
shall be recommended by the Human Resources Director and
approved by the City Manager.
22.3. Vacancies in positions above the entry level shall be
filled by promotion whenever one or more qualified candidates
are available, except when a qualified, work - disabled employee
is placed in such position according to the Vocational
Rehabilitation Administration Regulation. Promotions shall be
on a competitive basis except when the Human Resources Director
finds that the number of employees qualified for promotion is
insufficient to justify competition. Appropriate consideration
shall be given to promotional candidates' qualifications, record
of performance, and seniority, in that order.
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22.3.1. Advancement to a higher paid job class shall
constitute a promotion.
22.3.2. Whenever a management evaluation is to be part
of the promotional selection process for classifications
listed in Appendix "A ", employees will be notified on the
job flyer at the time promotional examinations are
announced, the weights to be assigned to qualifications,
record of performance and seniority.
22.4. Examinations for appointments and promotions shall be
�,•, in such form as will fairly test the abilities and aptitudes of
candidates for the duties to be performed, so that such
appointments and promotions will be solely based on
qualifications without regard to race, color, creed, national
origin, religious or political affiliation or belief, membership
in or attitude toward any employee organization, sex, age, or
physical disability, except where sex, age, or lack of physical
disability is a bona fide occupation qualification.
22.5. Candidates who qualify for employment or promotion
shall be placed on an eligibility list for the appropriate job
class. At such times as a department management evaluation is
'' included in the establishment of a promotional eligibility list,
the list shall rank the eligible candidates in the order of
final evaluation, and appointments from that list shall normally
follow rank order.
22.5.1. Employees shall be given written notice of
their rank order on promotional eligibility lists.
22.6. When an appointment is to be made to a vacancy, the
Human Resources Director shall submit to the appropriate
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department head the names on the appropriate employment list.
Appointments to vacant positions shall be made by the
appropriate department head, with the concurrence of the Human
Resources Director.
22.6.1. The appropriate department head, with the
concurrence of the Human Resources Director, may order
names removed from an eligibility list for good and
sufficient reasons. Employees shall be given written
notice of removal of their names from eligibility lists.
22.7. In the absence of appropriate employment lists, a
provisional appointment may be made by the appropriate
department head (with the approval of the Human Resources
Director) of a person meeting the minimum qualifications for the
position. An eligibility list shall be established within six
months for any regular, full -time position filled by provisional
appointment. In the event that any provisional appointee fails
to qualify on the eligibility list as established within six
months of his provisional appointment, said provisional
appointee shall have his employment terminated at the close of
the first complete biweekly pay period following the
establishing of the eligibility list.
22.8. Appointments to certain grant funded positions as
designated by the City Manager may be made without competitive
examinations and /or evaluations. Such appointments may be made
by the appropriate department head (with the approval of the
Human Resources Director and the City Manager). In the event
that a grant funded appointee fails to complete competitive
examinations and /or evaluations and is not appointed to a city
funded position during his period or employment under the grant,
said grant funded appointee shall be terminated from City
employment.
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ARTICLE 23.
EMPLOYMENT LISTS
23.1. Employment lists, in order of their priority, shall be
re- employment lists and eligibility lists.
23.2. Re- employment lists shall contain the names of regular,
full -time employees laid off in good standing for lack of funds
or work.
23.2.1. Names on re- employment lists shall remain for a
period not to exceed one (1) year.
23.3. Eligibility lists shall be created in accordance with
the provisions of Article 22.
23.3.1. Eligibility lists may contain the names of one
or more persons eligible for employment.
23.3.2. Open competitive eligibility lists shall remain
in effect for a period of one year or until depleted.
Eligibility lists containing less than three (3) names may
be considered depleted. Eligibility lists may be extended
tom` by the Human Resources Director for a period not to exceed
one (1) additional year.
23.3.3. Promotional eligibility lists shall remain in
effect for a period of two years or until depleted.
ARTICLE 24.
PROBATION
24.1. Employees appointed from eligibility lists, reinstated
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employees and employees reassigned according to the Vocational
Rehabilitation Administrative Regulation shall be subject to a
period of probation. The regular period of Probation shall be
thirteen (13) complete biweekly pay periods unless otherwise
specified for certain designated job classes.
24.1.1. In the event an employee is assigned to light
duty status or is absent from work due to a lengthy illness
or injury during his probationary period, said employee's
probationary status may be extended beyond the regular
period of probation in the amount of one complete biweekly
pay period for each complete biweekly pay period assigned
e ,,,,..,, to light duty status or lost due to such illness or injury.
24.1.2. Upon successful completion of a probationary
period, an employee shall be granted regular status in the
classification in which the probationary period is served.
24.2. The work and conduct of probationary employees shall be
subject to close scrutiny and evaluation, and, if found to be
below standards satisfactory to the appointing authority, the
appropriate department head may reject the probationer at any
time during the probationary period. Such rejections shall not
be subject to review or appeal unless such a rejection is
alleged to be contrary to the provisions of any state or federal
laws.
24.2.1. An employee rejected or laid off during the
probationary period from a position to which he has been
promoted or transferred shall be returned to the
classification in which he has regular status unless the
reasons for his failure to complete his probationary period
would be cause for dismissal.
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24.2.2. The appropriate department head shall request
the Human Resources Department to prepare a Personnel
Action Form to separate or return to a former
classification any employee to be rejected during a
probationary period.
24.3. An employee shall be retained beyond the end of the
probationary period only if the appropriate department head
affirms that the services of the employee have been found to be
satisfactory.
ARTICLE 25.
OUTSIDE EMPLOYMENT
25.1. An employee may engage in employment other than his job
with ANAHEIM, if his department head determines that such
outside employment does not interfere with the performance of
assigned duties and does not constitute a conflict of interest.
ARTICLE 26.
SERVICE AWARDS
26.1. Service awards, in the form of service pins or the
equivalent, shall be presented to employees in classifications
e"^• listed in Appendix "A" for:
Five (5) years of service;
Ten (10) years of service;
Fifteen (15) years of service;
Twenty (20) years of service;
Twenty -five (25) years of service;
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Thirty (30) years of service;
Thirty -five (35) years of service;
Forty (40) years of service.
Such a service award shall also be presented to any employee
upon his retirement.
26.1.1. For purposes of this Article, the term "years
of service ", shall be defined as continuous, full -time
service.
ARTICLE 27.
TRAINING
27.1. The Human Resources Director shall encourage the
improvement of service by providing employees with opportunities
for training, including training for advancement and for general
fitness for public service.
27.1.1. Reimbursement to employees for costs incurred
for formalized training shall be in accordance with
regulations established by the City Manager.
ARTICLE 28.
SALARY STEP REDUCTION, SUSPENSION, DEMOTION, AND DISMISSAL
28.1. The tenure of every employee shall be conditioned on
good behavior and satisfactory work performance. Any employee
may have their salary step reduced or be suspended, demoted, or
dismissed for good and sufficient cause.
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28.2. When in the judgment of the appropriate Executive or
Administrative Manager, an employee's work performance or
conduct justifies disciplinary action short of demotion or
dismissal, the employee may be;
28.2.1. Suspended without pay. Upon taking such
action, the appropriate Executive or Administrative Manager
shall file with the employee and the Labor Relations
Director a written notification containing a statement of
the substantial reasons for the action. No employee shall
be suspended for more than thirty (30) calendar days at any
one time, except as provided for in Article 28.3.1., or;
a 28.2.2. Salary reduced by one or more steps. Upon
taking such action, the appropriate Executive or
Administrative Manager shall file with the employee and the
Labor Relations Director a written notification containing
a statement of the substantial reasons for the action. The
employee may be returned to his former salary step at such
time as deemed appropriate by the appropriate Executive or
Administrative Manager.
28.3. An employee may be demoted or dismissed upon
recommendation of an appropriate manager or supervisor whenever
in the judgment of the appropriate Executive or Administrative
Manager, the employee's work or misconduct so warrants. Upon
taking such action, the appropriate Executive or Administrative
Manager shall file with the employee and the Labor Relations
Director a written notification containing a statement of the
substantial reasons for the action and the effective date of the
action.
28.3.1. Suspension without pay pending further action
shall be the status of dismissed employees appealing
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•
dismissal under provisions of Article 49, Grievance
General. Such suspension shall not exceed 90 calendar
days.
28.4. In the disciplinary process, ANAHEIM shall confirm with
the procedural due process requirements of Skelly v. State
Personnel Board. At such time as Skelly due process is
required, prior to the determination that discipline will be
imposed, the appropriate Executive or Administrative Manager, at
a minimum shall:
28.4.1. Provide written notification to the employee of
the proposed discipline at least six working days prior to
the date the discipline is proposed to be implemented. The
notification shall include:
28.4.1.1. The discipline that is proposed.
28.4.1.2. The grounds for imposing disciplinary
action.
28.4.1.3. The actions, omissions, or conduct of the
employee upon which the proposed discipline is based.
28.4.1.4. An invitation to respond either orally or
in writing prior to the proposed effective date of the
discipline.
28.4.2. Provide copies of documents considered which
support the proposed discipline.
28.4.3. Provide written notification of the final
determination after consideration of the employee's
response or after the opportunity to respond if the
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employee chooses not to respond.
28.4.4. ANAHEIM and the AMEA recognize and understand
that failure to comply with Article 28.4. shall not
invalidate a disciplinary action, but may result in
penalties upon ANAHEIM, as reflected in decisions of the
California appellate courts.
28.5. When an employee is dismissed as provided in this
Article, ANAHEIM and the AMEA agree to the following accelerated
procedure under the provisions of Article 49 - Grievance
General:
28.5.1. ANAHEIM and the AMEA agree that only one Post
Skelly hearing by the appropriate Executive or
Administrative Manager shall be held. This hearing shall
be held within ten working days after the dismissal is
grieved unless mutually extended.
28.5.2. If the grievance is then appealed to Third Step
to be submitted to an impartial arbitrator for a final and
binding decision, ANAHEIM and the AMEA agree to:
28.5.2.1. Develop a standing list of mutually
approved arbitrators.
28.5.2.1.1. This list shall include no more
than ten mutually approved arbitrators.
28.5.2.1.2. ANAHEIM and the AMEA agree to
reestablish the list of arbitrators once each year
in January.
28.5.2.1.3. ANAHEIM or the AMEA may remove
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arbitrators from this list at anytime.
28.5.2.2. Select the arbitrator from the standing
list that has the earliest, reasonable available
hearing date, unless the parties mutually agree to
select another arbitrator from the list.
28.5.2.3. Stipulate to the following submission
language when a dismissal is submitted to an impartial
arbitrator: "Was (name of employee) dismissed for good
and sufficient cause? If not, what shall the remedy
be ?"
ARTICLE 29.
LAYOFF AND RE- EMPLOYMENT
29.1. Layoff for lack of work or lack of funds shall be on
the basis of an evaluation of qualifications, and seniority
within the affected job class and the affected division or
department.
29.1.1. An employee whose position has been abolished
due to lack of work or lack of funds shall be reassigned by
his department head to any position within his division or
department in an equivalent or lower job class for which he
meets the minimum 'requirements and has department seniority
over other employees in the job class. An apprentice job
class is considered equivalent to the journey level job
class for purposes of this Article. If the employee whose
position has been abolished does not have department
seniority over other employees in equivalent or lower
classes, he may be reassigned by his department head to any
vacant position within the department in an equivalent or
lower job class, for which he meets the minimum
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requirements. Employees so reassigned shall be placed in
the salary step of the appropriate salary schedule closest
to their rate of pay. Employees so reassigned shall be
reinstated to their former job class and salary step status
when positions in their former job class (within their
division or department) become vacant. Such reinstatement
shall be on the basis of department seniority.
29.1.2. Whenever an employee whose position has been
abolished cannot be reassigned to a vacant position within
his division or department, he shall be reassigned by the
City Manager to any vacant position in any other division
or department in his job class or in an equivalent or lower
job class for which he meets the minimum qualifications for
employment. If an employee is reassigned to a vacant
position within his job class in any other division or
department, he shall retain his rate of pay. If an
employee is reassigned to a vacant position in an
equivalent or lower job class in any other division or
department, he may be placed in any salary step of the
appropriate salary schedule that does not provide an
increase in salary. Employees reassigned to vacant
positions in an equivalent or lower job class in any other
division or department shall be reinstated to their former
job class and salary step status when positions in their
former job class (within their former division or
department) become vacant. Such reinstatement shall be on
the basis of department seniority.
29.2. Whenever an employee whose position has been abolished
is not reassigned to any vacant position, he shall be placed on
the re- employment list for his job class. Persons on the
re- employment list shall be re- employed with their former salary
step status when positions in their job class (within the
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division or department from which they were laid off) become
vacant. Re- employment shall be on the basis of department
seniority.
29.3. Whenever an employee is reassigned to a vacant position
in the same class, an equivalent class, or lower class as herein
provided, he shall retain the same anniversary date for purposes
of merit pay increases.
29.4. Whenever an employee is reinstated to a vacant position
in his former job class, or re- employed as herein provided, he
shall be given a new anniversary date for purposes of merit pay
increases in accordance with the provisions of Article 16.
29.5. An employee reinstated from the re- employment list
shall be considered to have continuous service and may be
credited with the amount of accumulated sick leave he had
accrued at the time of layoff if he elects to remit to ANAHEIM
any payment received under the provisions of Article 39, SICK
LEAVE.
29.6. ANAHEIM and the AMEA agree that ANAHEIM will notify the
AMEA of layoffs which affects employees represented by the AMEA
at the same time or prior to notification of employees.
29.7. The provisions of this Article shall only apply to
regular full time employees in the classified service.
Employees appointed to certain grant- funded positions as
designated by the City Manager under Article 22.8, and newly
hired probationary employees shall be excluded from the
provisions of this Article.
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ARTICLE 30.
TRANSFER
30.1. A change of an employee's place of employment from one
division to another or from one department to another shall be
considered a transfer. A change of an employee's place of
employment to a vacant position in a job class on the same
salary schedule as his own job class shall also be considered a
transfer.
30.1.1. A transfer from one division to another or from
one department to another shall require the approval of the
head of the division or department to which the employee is
transferring and the Human Resources Director. Such a
transfer shall be initiated by request of the employee to
the Human Resources Director.
30.1.2. A transferred employee shall retain his rate of
pay and his anniversary date for purposes of merit pay
increases.
30.1.3. In order to be transferred to a job class with
minimum standards of employment substantially different
from those of his own job class, an employee shall be
required to demonstrate his eligibility for employment in
accordance with the provisions of Article 22 and shall
serve a new probationary period in accordance with the
provisions of Article 24.
30.2. Transfers for the betterment of employees and the best
interests of ANAHEIM shall be encouraged by all echelons of
management.
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ARTICLE 31.
REINSTATEMENT
31.1. An employee who terminates his employment in good
standing may be reinstated to a vacant position in his former
job class within three years of his termination date without
requalifying for employment by competitive processes.
31.1.1. An employee reinstated within thirty days of
his termination date shall be considered to have continuous
service, shall not serve a new probationary period and
shall be credited with the amount of accumulated sick leave
he had at the time of termination. He shall be placed in
his former salary step and shall retain his anniversary
date for purposes of merit pay increases. If his
anniversary date has occurred during the period of his
absence, his new anniversary date shall be the first day of
the next biweekly pay period following reinstatement.
31.1.2. An employee reinstated after thirty days of his
termination date shall serve a new probationary period and
may be considered to have broken service for purposes of
salary step status, and shall be considered to have broken
service for all other employee benefits.
31.2. An employee may be reinstated under the provisions of
the Vocational Rehabilitation Administrative Regulation to any
vacant position for which he /she meets the minimum
qualifications.
31.3. The provisions of this Article shall apply to regular,
full -time employees.
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ARTICLE 32.
VOLUNTARY DEMOTION
32.1. If an employee takes a voluntary demotion as a result
of a downward reclassification of his position, his salary step
status shall be in accordance with the provisions of
Article 16.4.
32.2. Voluntary demotions as a result of impending layoff
shall be in accordance with the provisions of Article 29.
32.3. An employee may request a voluntary demotion for any
reason. Such a voluntary demotion shall require the approval of
the department head under whom the employee will serve and the
Human Resources Director. An employee taking such a voluntary
demotion may be placed in any salary step of the appropriate
salary schedule that does not provide an increase in salary. He
shall be given a new anniversary date for purposes of merit pay
increases in accordance with provisions of Article 16.1.
32.3.1. Voluntary demotions in accordance with the
Vocational Rehabilitation Administration Regulation shall
be in accordance with the provisions of Article 32.
32.4. An employee who has taken a voluntary demotion to a
lower job class may be reinstated to a vacant position in his
former job class within three years of the effective date of the
voluntary demotion without requalifying by competitive
processes.
32.4.1. An employee reinstated to his former job class
from a voluntary demotion shall retain his rate of pay. If
his rate of pay is not included in the salary schedule of
his former job class, he shall be placed in the salary step
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•
of that salary schedule which is closest to his rate of
pay. He shall retain his anniversary date for purposes of
merit pay increases; however, if he is placed in the "A" or
"B" step of the salary schedule, he shall be eligible for a
merit pay increase after thirteen complete biweekly pay
periods or his regular anniversary date, whichever is
sooner.
ARTICLE 33.
BEREAVEMENT LEAVE
33.1. In the event a death occurs in the immediate family of
a full -time employee, the employee shall be granted bereavement
leave with pay for up to a maximum of twenty -four (24) working
hours. "Immediate family" shall be defined as any relative by
blood or marriage who is a member of the employee's household,
under the same roof, and any parent, foster parent, step - parent,
spouse, child, brother, or sister of the employee, or any
parent, foster parent or step - parent of the employee's spouse,
regardless of residence.
33.1.1. In the event a death occurs among other family
members of an employee, the employee shall be granted
bereavement leave with pay for up to a maximum of eight (8)
working hours. Other family members shall be defined as
grandparent, grandchild, daughter -in -law,. son -in -law not
under the same roof of the employee; and any grandparent,
grandchild, child, brother, or sister of the employee's
spouse, regardless of residence.
33.1.2. Bereavement leave may be used only at the time
a death occurs, or to make burial arrangements and /or to
attend funeral or memorial services.
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33.1.3. ANAHEIM guarantees, that in addition to the
above, employees may use all available sick leave or
vacation on the books up to forty (40) hours. If no sick
leave or vacation is on the books, ANAHEIM guarantees the
employee the ability to use leave without pay up to forty
(40) hours.
ARTICLE 34.
HOLIDAYS
34.1. The following days shall be recognized as holidays, and
regular full -time employees shall have these holidays off with
pay:
January 1st, New Year's Day
Third Monday in January, Martin Luther King's Birthday
Third Monday in February, President's Day
Last Monday in May, Memorial Day
July 4th, Independence Day
• First Monday in September, Labor Day
November 11, Veteran's Day
Fourth Thursday in November, Thanksgiving Day
Friday after Thanksgiving
December 25th, Christmas Day
Every day designated by the City Council for a public
feast, thanksgiving or holiday.
34.2. In the event that any of the above holidays fall on an
employee's scheduled day off, said employee shall observe the
preceding work day or the following work day as scheduled by the
department head to provide maximum regular service to the
public.
34.3. Employees may be required to work on any of the above
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holidays or days observed in lieu of those holidays. Any
employee required to work on any of the above holidays or days
observed in lieu of those holidays shall receive additional
compensation equivalent to one and one half times his regular
rate of pay.
34.4. In the event that any of the recognized City holidays
falls on weekends all field employees shall observe the same
day.
34.5. In order to be eligible for holiday pay, an employee
must be either at work or on paid leave of absence on the
P'� regularly scheduled work day immediately preceding the holiday
or day observed in lieu of the holiday and the regularly
scheduled work day immediately following the holiday or day
observed in lieu of the holiday. No employee who is on
suspension or unpaid leave of absence on either the regularly
scheduled work day immediately preceding or immediately
following the holiday or day observed in lieu of the holiday
shall receive compensation for said holiday or day observed in
lieu of the holiday.
34.6. The following days shall be recognized as flexible
holidays; and regular, full -time employees shall accrue
additional paid vacation in accordance with Article 40 in lieu
of having the following holidays off with pay:
February 12, Lincoln's Birthday
Good Friday
September 9, Admission Day
Employee's Birthday
day Christmas Eve
Day after Christmas
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•
ARTICLE 35.
INDUSTRIAL ACCIDENT LEAVE
35.1. In the event that any full -time employee is absent from
work as a result of any injury or disease which comes under the
State of California Worker's Compensation Insurance and Safety
Act, such absence shall be considered to be Industrial Accident
Leave.
35.2. Any employee on Industrial Accident Leave shall receive
compensation from ANAHEIM in an amount equal to the difference
between temporary disability payments mandated by the State of
California Worker's Compensation Insurance and Safety Act and
80% of his /her regular basic rate of pay.
35.2.1. In the event that an employee who has received
or is receiving Industrial Accident Leave benefits files a
civil legal action against a third party for allegedly
causing or contributing to the cause of the injury which
resulted in the absence from work, the employee is required
to inform the Risk Management Center of the filing of such
legal action.
35.3. Industrial Accident Leave shall begin on the first day
of such absence as defined in Article 35.
35.3.1. Industrial Accident Leave shall continue during
all absences due to a single injury, but not to exceed one
year of accumulated absence.
35.3.2. Industrial Accident Leave benefits provided by
this Article shall apply to each injury or disease as
defined in Article 35.
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35.3.3. The effective date of a permanent disability
rating as awarded by the Worker's Compensation Appeals
Board ends eligibility for industrial accident leave for
that particular injury or disease.
35.3.4. A written statement from the treating physician
that the employee's condition is permanent and stationary
or separation from ANAHEIM service ends eligibility for
Industrial Accident Leave for that particular injury or
disease.
35.3.5. Industrial Accident Leave for absence due to
"'„ injury or disease as defined in this Article shall be
granted to employees only upon presentation of a
physician's certificate of treatment.
35.4. No employee shall have accrued sick leave deducted
while on Industrial Accident Leave. Vacation and sick leave
shall continue to accrue for any employee on Industrial Accident
Leave in accordance with the provisions of Article 39 and
Article 40.
ARTICLE 36.
JURY DUTY AND COURT APPEARANCES
36.1. In the event any full -time employee is duly summoned to
any court for the purpose of performing jury duty, he shall
receive his regular compensation for any regularly scheduled
working hours spent in actual performance of such service.
36.1.1. Whenever an employee is duly summoned to appear
as a witness, except where the employee is a litigant or a
defendant in a criminal case or any action brought about as
a result of his own misconduct, he shall receive his
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regular compensation for any regularly scheduled working
hours spent in actual performance of such service.
36.1.2. Employees receiving witness fees shall remit
such fees to the City Treasurer in order to be considered
at work for payroll purposes during time spent as such
witnesses.
ARTICLE 37.
LEAVE WITHOUT PAY
37.1. Any employee who is absent from work and who is not on
leave with pay shall be considered to be on leave without pay.
37.1.1. An employee on leave without pay shall receive
no compensation and shall accumulate no vacation or sick
leave while on such leave.
37.1.2. An employee who has need to be absent from work
and who is not eligible for leave with pay may request to
be placed on leave without pay. Leave without pay for a
period not to exceed (40) working hours may be granted by
the employee's division head. Leave without pay in excess
of (40) hours shall require the approval of the employee's
department head.
37.1.3. In the event that leave without pay is granted
an employee for reasons of illness or physical incapacity
due to illness or injury, ANAHEIM shall continue to pay for
any hospitalization and major medical insurance previously
paid for by ANAHEIM for a maximum of six (6) complete
months. ANAHEIM shall waive the payment of employee
premiums for any ANAHEIM sponsored medical, dental and life
insurance benefit plans for a maximum of six (6) months.
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37.1.4. An employee may be granted leave without pay
not to exceed six (6) months. An extension of leave
without pay beyond six months is permitted only when leave
without pay is granted an employee for reasons of illness
or physical incapacity and a determination has been made by
the Human Resources Department that return to work is
likely.
37.1.5. An employee returning to work from leave
without pay shall be placed in the same salary step he was
in prior to such leave. If such leave was in excess of two
r*'" complete biweekly pay periods, the employee's anniversary
date for purposes of merit pay increases shall be changed
to conform with the provisions of Article 16.1. provided
that he returns to a position in his same job class. If
the employee returns to a position in a lower job class,
his salary step status shall be determined in accordance
with the provisions of Article 32.
ARTICLE 38.
MILITARY LEAVE
38.1. ANAHEIM'S policy relating to military leave and
compensation therefore, shall be in accordance with the
provisions of the Military and Veterans Code of the State of
California, and with all Federal provisions (Public Law 93 -508).
ARTICLE 39.
SICK LEAVE
39.1. Employees shall accrue annual Sick Leave with pay in
accordance with the following provisions:
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39.1.1. Regular, full -time employees with an average
regular work week of forty (40) hours shall accrue paid
sick leave at the rate of three (3) hours for each complete
biweekly pay period.
39.1.2. Paid sick leave shall continue to accrue in
accordance with the above provisions during any period of
leave with pay.
39.1.3. An employee requesting sick leave for an
absence from work as a result of any injury or disease
which comes under the State of California Worker's
/1°1°4\ Compensation Insurance and Safety Act after eligibility for
Industrial Accident Leave has ended shall receive maximum
compensation from ANAHEIM in an amount equal to the
difference between temporary disability payments mandated
by the State of California Worker's Compensation Insurance
and Safety Act and his regular basic rate of pay.
39.2. Each employee shall have one half Co hour deducted
from their accrued sick leave time for each one half (10 hour of
sick leave taken. The minimum amount of Sick Leave that may be
taken at any given time shall be one half (1/2) hour.
39.2.1. An employee may, at his option, elect to use
vacation time to bridge the period after Sick Leave is
exhausted and prior to STD commencing.
39.3. Sick leave that is accrued, but not taken, shall be
accumulated.
39.3.1. Regular, full -time employees with an average
regular work week of forty (40) hours shall be paid at
their regular hourly rate of pay for all hours accumulated
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beyond one hundred seventy -five (175) in each calendar
year. Payment shall be made in January of each year, or
upon the employee's termination of employment for any
reason. A maximum of one hundred seventy -five (175) hours
shall carry over from year to year.
39.4. An employee who has completed six (6) months as a
regular full -time employee and is continuously and totally
disabled for more than one (1) calendar month, shall receive a
short term disability leave benefit of net sixty percent (60 %)
of their base rate of pay, after withholding taxes, and less
deductible benefits. Such disability benefit shall continue
f ry, during total disability up to a maximum of six months from date
of disability. Upon completion of thirty (30) and /or ninety
(90) days of absence while receiving short term disability
benefits, an employee shall be required to undergo a physical
examination by the treating physician or medical practitioner
and shall submit a report of such examination explaining the
nature and extent of the disabling illness or injuries and the
prognosis and date of expected return to work. Short term
disability benefits shall continue beyond sixty (60) and /or one
hundred and twenty (120) days of absence only upon submission of
the report of physical examination by the treating physician or
medical practitioner.
39.4.1. Deductible benefits include salary or other
compensation paid by any employer; Worker's Compensation
Act or similar law including benefits for partial or total
disability, whether permanent or temporary if benefits
being received are for the current disabling condition; a
pension plan toward which ANAHEIM contributed.
39.4.2. Total disability means an employee's complete
inability to engage in their regular occupation.
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39.4.3. Benefits are not payable unless the employee is
regularly seen and treated by a licensed physician or
medical practitioner who certifies to the continuing
disability.
39.4.4. ANAHEIM shall waive the payment of employee
premiums for any ANAHEIM sponsored medical, dental and life
insurance benefit plans during any biweekly pay period
during which short term disability benefits are paid.
39.5. In the event that any paid holiday occurs during a
�.., period when any employee is on paid sick leave, the holiday
shall not be charged against the employee's accrued sick leave.
The only sick leave hours that shall be charged against any
employee's accrued sick leave shall be those hours that the
employee is regularly scheduled to work.
39.6. An employee eligible for paid sick leave shall be
granted such leave for the following reasons:
39.6.1. Illness of the employee or physical incapacity
of the employee due to illness or injury.
`, 39.6.2. Enforced quarantine of the employee in
accordance with community health regulations.
39.6.3. Medical and dental appointments during work
hours. Use of sick leave for scheduled medical and dental
appointments shall require prior approval of the employee's
supervisor and will be granted in accordance with the best
interest of the City of ANAHEIM and the employee's
department or division.
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39.6.4. Temporary disabilities caused by pregnancy and
childbirth.
39.6.5. Illness of the employee's immediate family.
39.7. An employee who cannot perform his assigned duties due
to illness or physical incapacity shall inform his immediate
supervisor of the fact and the reason therefore as soon as
possible. Failure to do so within a reasonable time may be
cause of denial of sick leave with pay.
39.8. In the event that an employee is absent on sick leave
,,,.., in excess of twenty -four (24) consecutive working hours, the
employee's department head or division head may require that the
employee submit to him a written statement by a physician
licensed by the State of California certifying that the
employee's condition prevented him from performing the duties of
his position. Failure on the part of the employee to comply
with such a requirement may be considered cause for disciplinary
action.
39.9. In the event that an employee becomes ill during
working hours and is placed on paid sick leave prior to the
close of the work day, such paid sick leave shall be calculated
t to the nearest one half (h) hour.
39.10. Effective December 19, 1980 accrued Sick Leave hours
shall be entered in a new Sick Leave plan and regular full -time
employees with an average regular work week of forty (40) hours
who were employees as of that date, shall have up to one hundred
seventy -five (175) hours transferred to the usable Sick Leave
account. The remainder (over 175 hours) shall be credited as
follows: seventy -five percent (75 %) to be reported as service
credit at retirement; twenty -five percent (25 %) converted to
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cash value at the employee's current (December 19, 1980) regular
hourly rate of pay and paid with interest at retirement, layoff
or to his /her beneficiary, as designated by Public Employee's
Retirement System records if the employee dies while employed.
39.10.1. Employees who retire shall receive service
credit for all hours up to one hundred seventy -five.
39.10.2. An employee who has more than five (5) years of
continuous City service and is age 50 or older may elect
once each calendar year to receive all or a portion of
his /her Employee Sick Leave Trust Fund amount. When
requested, such payments may be diverted to the employee's
Deferred Compensation account, within limits established by
law or paid in cash by separate check subject to
standardized withholding taxes. When partial payment is
requested, the amount shall not be less than 25% of the
balance, and a maximum of four (4) such partial payments
shall be allowed with the fourth payment paying the entire
remaining balance in the account.
39.11. If two or more periods of total disability occur during
a specific six month elimination period for the insured LTD
plan, all such periods shall be considered as one period of
continuous total disability under the following conditions:
39.11.1. All periods of total disability must be due to
the same cause or causes; and
39.11.2. All recurring periods of total disability that
qualify as one period of continuous total disability for
the insured LTD plan, shall qualify as one period of
continuous total disability for the ANAHEIM Disability Plan
and shall not require a new one -month waiting period before
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ANAHEIM Disability Benefits will be paid; and
39.11.3. Commencement of the benefit period for the
insured LTD plan shall automatically terminate benefits
from the ANAHEIM Disability Plan.
ARTICLE 40.
VACATION
40.1. Regular, full -time employees with an average work week
of forty (40) hours shall receive annual vacation with pay in
accordance with the following provisions which include vacation
earned at the rate of one (1) hour for each complete biweekly
pay period, in lieu • of the designated flexible holidays out-
lined in Article 34.
40.1.1. For the first four years of continuous,
full -time service such employees shall accrue paid vacation
at the rate of four (4) hours for each complete biweekly
pay period plus two (2) hours of paid vacation at the close
of the final complete biweekly pay period of each fiscal
year (106 hours or 13.25 working days per year).
40.1.2. Upon completion of four years of continuous,
o""`, full -time service, such employees shall accrue paid
vacation at the rate of five (5) hours for each complete
biweekly pay period (130 hours or 16.25 working days per
year) .
40.1.3. Upon completion of eight years of continuous,
full -time service, such employees shall accrue paid
vacation at the rate of six (6) hours for each complete
biweekly pay period (156 hours or 19.5 working days per
year) .
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•
40.1.4. Upon completion of fourteen years of
continuous, full -time service such employees shall accrue
paid vacation at the rate of seven (7) hours for each
complete biweekly pay period (182 hours or 22.75 working
days per year).
40.1.5. Upon completion of nineteen years of
continuous, full -time service, such employees shall accrue
paid vacation at the rate of eight (8) hours for each
complete biweekly pay period (208 hours or 26 working days
per year).
40.2. Paid vacations shall continue to accrue in accordance
with the above provisions during any period of leave with pay.
All vacations shall be scheduled and taken in accordance with
the best interests of ANAHEIM and the department or division in
which the employee is employed. The maximum amount of vacation
that may be taken at any given time shall be that amount that
has accrued to the employee concerned. The minimum amount of
vacation that may be taken at any given time shall be one half
(10 hour.
40.3. An employee shall be eligible to take any accrued
vacation upon completion of thirteen (13) complete biweekly pay
periods of service.
40.4. Each employee shall have one half ( hour deducted
from his accrued vacation time for each one half (1/2) hour of
vacation taken. Vacation which is accrued, but not taken, shall
be accumulated.
40.5. Maximum vacation accumulations for employees with an
average regular work week of forty (40) hours shall be as
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follows:
40.5.1. For employees accruing vacation at the rate of
one hundred six (106) hours for every twenty -six (26)
complete biweekly pay periods, the maximum amount of
vacation that may be accumulated shall be two hundred
twelve (212) hours.
40.5.2. For employees accruing vacation at the rate of
one hundred thirty (130) hours for every twenty -six (26)
complete biweekly pay periods, the maximum amount of
vacation that may be accumulated shall be two hundred sixty
(260) hours.
40.5.3. For employees accruing vacation at the rate of
one hundred fifty -six (156) hours for every twenty -six (26)
complete biweekly pay periods, the maximum amount of
vacation that may be accumulated shall be three hundred
twelve (312) hours.
40.5.4. For employees accruing vacation at the rate of
one hundred eighty -two (182) hours for every twenty -six
(26) complete biweekly pay periods, the maximum amount of
vacation that may be accumulated shall be three hundred
sixty four (364) hours.
40.5.5. For employees accruing vacation at the rate of
two hundred eight (208) hours for every twenty -six (26)
complete biweekly pay periods, the maximum amount of
vacation that may be accumulated shall be four hundred
sixteen (416) hours.
40.6. Upon termination, an employee shall be compensated in
cash at his current rate of pay for any vacation accrued but not
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taken, provided that he has successfully completed his
probationary period.
40.7. In the event that any recognized holiday occurs during
any employee's vacation, the holiday shall not be charged
against the employee's accrued vacation. The only vacation
hours that shall be charged against any employee's accrued
vacation shall be those hours that the employee is regularly
scheduled to work.
40.8. An employee shall be eligible on an annual basis to be
compensated at his regular rate of pay for up to two (2) weeks
(80 hours) vacation accrued by not taken, subject to the
following provisions:
40.8.1. A minimum of eighty (80) hours of vacation must
have been used during the previous payroll year.
40.8.2. An employee's request for the annual vacation
payoff is subject to the approval of the employees
department head.
40.8.3. Payment shall be made in January of each year.
ARTICLE 41.
GENERAL OVERTIME
41.1. A full -time employee who performs authorized work in
excess of his normal work period, regular work week, work day or
shift shall be compensated for such work at the rate of one and
one half (11) times his regular hourly rate of pay.
41.1.1. Overtime shall be calculated to the nearest one
quarter (h) hour of overtime worked, except any overtime of
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less than one half (1) hour duration shall be calculated to
the nearest one half ( hour.
41.1.2. All overtime must be authorized by the
appropriate division head.
41.2. Notwithstanding the overtime provisions of Article 41,
there shall be no compensation for the time spent in attending
meetings of any kind which are for the purpose of education or
training, unless required by law.
ARTICLE 42.
BILINGUAL PAY
42.1. Employees required to speak, read and /or write in
Spanish or other languages as well as English as part of the
regular duties of their position will be compensated at the rate
of fifty dollars ($50.00) per pay period in addition to their
regular pay.
42.1.1. The appropriate department head shall designate
which positions shall be assigned bilingual duties and
which languages shall be eligible for bilingual pay.
42.1.2. The Human Resources Director shall conduct a
test of competency for employees whose positions have been
assigned bilingual duties to certify these employees
eligible for bilingual pay, except that operating
departments with authorized bilingual certifiers may
conduct their own test of bilingual competency and notify
the Human Resources Director of the outcome of the test.
42.1.3. Bilingual pay eligibility shall continue in
accordance with the above provisions during any period of
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leave with pay.
ARTICLE 43.
CALL -OUT
43.1. Call out compensation shall be in accordance with the
following provisions:
43.1.1. All emergency call -out time shall be calculated
to the nearest one quarter (i) hour of time worked.
43.1.2. When an employee is called out for emergency
-., work, he shall be paid at the rate of one and one -half
times his regular rate of pay for such emergency work.
43.2. A minimum of three (3) hours (including travel time) of
pay at the rate of one and one -half times the employee's regular
rate of pay shall be guaranteed for each emergency call -out.
43.3. Forty -five minutes time shall be added to the time
worked to compensate the employee for travel time incurred for
each emergency call -out.
43.4. A minimum of two (2) hours pay at the rate of one and
one -half times the employee's re regular rate of
g pay shall be
guaranteed for planned overtime, except when such overtime
occurs immediately before or after a regular work period.
ARTICLE 44.
SHIFT DIFFERENTIALS
44.1. All eight -hour periods, regularly scheduled to begin at
3:00 p.m., or thereafter, but before 3:00 a.m. shall be
designated as night shift, provided however that ANAHEIM
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employees in classifications set forth in Appendix "A" who work
the 2:30 p.m. to 11:00 p.m. shift at the Anaheim Police
Department will also be designated as being on the night shift.
44.1.1. A premium of 5.0% of the employee's regular
hourly rate of pay shall be paid for work performed in the
night shift.
44.1.2. A premium of 5.0% of the employee's regular
hourly rate of pay shall be paid for each hour worked in
his regular rate of pay between 3:00 a.m. and 6:00 a.m.
44.1.3. When a shift premium is applicable to time
worked at the overtime rate of pay, the overtime rate shall
be applied to the applicable shift premium.
44.1.3.1. When an employee is required to work
continuously without a break beyond the end of his
night shift, the overtime rate shall be applied to the
applicable shift premium.
44.1.4. Shift premium shall be payable only for hours
actually worked and shall not be paid for non -work time,
such as vacations, holidays, sick leave, etc.
ARTICLE 45.
SHORT SHIFT CHANGE
45.1. Short shift changes as defined herein shall be
compensated at the rate of one and one half the employee's
regular rate of pay.
45.1.1. The first work day on a new schedule after
transfer from one schedule of working days to another
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without notification of such transfer at least twenty -four
(24) hours in advance of the starting time of the new
schedule.
45.1.2. The first shift after transfer from one eight
(8) hour working shift to another without notification of
such transfer at least twenty -four (24) hours in advance of
the starting time of the new shift.
45.1.3. Whenever required to transfer from one schedule
of working days to another with but eight (8) hours off
between shifts more than once in a work week.
45.1.4. No overtime compensation shall be paid for any
hours worked on a second shift in any twenty -four (24) hour
period, which hours are worked as a result of the regular
shift rotation or which hours are worked as a result of
shift changes or changes in days off mutually agreed upon
by employees for their convenience. Any changes in days
off must be in the same work week.
ARTICLE 46.
STAND BY
46.1. An employee assigned to standby duty for purposes of
being on call to handle emergency situations arising at times
other than during normal working hours shall be guaranteed two
(2) hours of pay at his regular hourly rate of pay for each
calendar day of such standby duty.
ARTICLE 47.
TRAVEL AND MILEAGE EXPENSE
47.1. Travel expense allowance for employees while on City
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business shall be provided in accordance with regulations
established by the City Manager and /or the City Council.
47.2. ANAHEIM'S Mileage Reimbursement rate will be the
standard mileage rate established by the Internal Revenue
Service.
47.3. Any increase or decrease shall be effective the first
day of the second month after the date of publication by the
Internal Revenue Service.
ARTICLE 48.
MEAL ALLOWANCES
48.1. The City shall provide an employee adequate meals under
the following conditions.
48.1.1. An employee shall be provided with two adequate
meals if he is called out on emergency overtime work one
(1) hour before a scheduled work day. If a meal has been
earned under another section of this Article within two (2)
hours of the scheduled work day, only one meal shall be
provided under this section.
48.1.2. An employee will be provided one meal if he is
called back to emergency overtime work within one and
one -half (11) hours after normal quitting time and works
beyond two and one -half (21) hours after normal quitting
time.
48.1.3. An employee shall be provided an adequate meal
if he works two (2) hours overtime beyond the normal
quitting time.
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48.1.4. An employee shall receive one meal if he is
scheduled to work overtime two (2) hours before a regular
day.
48.1.5. An employee shall be provided an adequate meal
at four (4) hour intervals during the performance of
emergency overtime work.
48.1.6. Meal time shall be compensated at the
appropriate overtime rate and shall normally be limited to
one half (h) hour with a maximum of forty -five minutes paid
meal time.
48.1.7. An employee may at his request, be compensated
for meals at the rate of one -half ( hour of overtime pay
per meal.
ARTICLE 49.
GRIEVANCE GENERAL
49.1. Any alleged violation of the terms and conditions of
this agreement or any alleged improper treatment of an employee,
or any alleged violation of commonly accepted safety practices
and procedures shall be considered to be a matter subject to
review through the grievance procedure and settled in accordance
with the provisions of this Article.
49.1.1. Article 28.5. provides for an accelerated
procedure under the provisions of this Article when an
employee is dismissed.
49.1.2. Disputes related to benefits and procedures
provided for under the Workers' Compensation Laws of
California, or which fall within the jurisdiction of the
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Workers' Compensation Appeals Board are not subject to the
grievance procedure.
49.2. The staff officials of ANAHEIM will not recommend any
revision or modification to the grievance procedure without
first discussing such recommendations with the AMEA.
49.3. Any violation of this Memorandum as alleged by ANAHEIM
shall be resolved between authorized representatives of ANAHEIM
and the AMEA. In the event that the parties cannot resolve the
dispute, the dispute shall, upon the request of either party, be
referred to the arbitrator for a final and binding decision.
49.4. All expenses of any arbitration shall be borne equally
by ANAHEIM and the AMEA.
49.5. Employee grievances shall be handled in the following
manner:
49.5.1. First Step. An attempt shall be made to adjust
all grievances on an informal basis between the employee
and /or his designated representative and a supervisor in
the employee's chain of command, up to and including his
manager, within seven (7) working days after the occurrence
of the incident involved in the grievance. The manager
shall deliver his answer within seven (7) working days
after submission of the grievance to him.
49.5.1.1. Grievances resulting from the actions of a
department other than an employees work unit shall be
heard by an appropriate Administrative Manager from
that department.
49.5.2. Second Step. If the grievance is not
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satisfactorily adjusted in the First Step, it shall be
submitted in writing to the employee's Executive or
Administrative Manager within seven (7) working days after
the Administrative Manager's answer is received by the
employee and /or his designated representative. The
Executive or Administrative Manager shall meet with the
employee and /or his designated representative within ten
(10) working days after submission of the grievance to
him. The Executive or Administrative Manager shall review
the grievance and may affirm, reverse, or modify as he
deems appropriate, the disposition made at the First Step
and shall deliver his answer to the employee and /or his
designated representative within seven (7) working days
after said meeting.
49.5.2.1. Grievances resulting from the action of a
department other than an employees work unit shall be
heard by an appropriate Administrative or Executive
Manager from that department.
49.5.3. Third Step. If the grievance is not
satisfactorily adjusted in the Second Step, it shall be
submitted to an impartial arbitrator for a final and
binding decision or, if the City Manager and the employee
and /or his designated representative agree, it shall be
submitted to the City Manager for a final and binding
decision. Such submission must occur within thirty (30)
days after the Executive or Administrative Manager's answer
is received.
49.6. If submitted to the City Manager, the City Manager or
his assistant shall meet with the employee and /or his designated
representative within ten (10) working days after submission of
the grievance to him. The City Manager or his assistant may
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affirm, reverse, or modify as he deems appropriate, the
disposition made at the Second Step.
49.7. The City Manager or his assistant shall deliver his
decision to the employee and /or his designated representative
within five (5) working days after said meeting, and such
decision shall be final and binding on both parties.
49.8. In order to request arbitration, either party shall
serve written notice to the other party specifying the grievance
to be submitted. The parties shall thereafter attempt to
resolve the issue and select the arbitrator. If such written
notification and selection of the arbitrator is not completed
within thirty (30) days after the department head's answer is
received by the employee and /or his designated representative,
then either party may take action to compel arbitration.
Failure to take action to compel arbitration within thirty (30)
days will conclusively be deemed abandonment of the right to
compel arbitration.
49.9. The arbitrator's decision shall be final and binding on
both parties, it being agreed that the arbitrator shall have no
powers to add to or subtract from nor to modify any of the terms
of any memorandum of understanding between the parties and that
the arbitrator's award shall be consistent with and controlled
by this Memorandum, Ordinances and Charter of the City of
Anaheim, and the laws and Constitution of the State of
California.
49.10. The arbitrator will be requested by the parties to
render his decision in writing as quickly as possible but in no
event later than thirty (30) days after the conclusion of the
hearings, unless the parties agree otherwise.
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49.10.1. Any grievance not presented and /or carried
forward by the employee and /or his designated
representative within the time limits specified in this
Article shall be deemed null and void, provided, however,
the employee and /or his designated representative and the
ANAHEIM representative may agree to continue said time
limits.
49.11. Any adoption, deletion, or revision of ANAHEIM policy
as may be suggested or recommended by any employee or employee
organization shall not be considered to be a matter subject to
review through the grievance procedure.
49.12. An employee who has been suspended, demoted, or
dismissed may be reinstated to his position as a result of a
successful appeal through the grievance procedure. In the event
of such reinstatement, the employee shall be returned to his
former status of employment, including reinstatement of
seniority and accrued fringe benefits. In such cases, the City
Manager may order the payment of back pay to a reinstated
employee in any amount up to payment for the full period of time
involved. In implementing an arbitrator's award, the City
Manager shall order the payment of back pay to a reinstated
employee in the amount provided in the arbitrator's award. It
shall be conclusively presumed that there is no award of back
pay to a reinstated employee unless specifically set forth in
the written order of the City Manager. Any earnings of the
reinstated employee from other employment during his period of
suspension shall be deducted from the amount of back pay ordered
by the City Manager.
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ARTICLE 50.
GRIEVANCE PROCEDURE REPRESENTATION
50.1. Employees shall have the right to be represented in
grievance matters in the following manner:
50.1.1. Employees shall have the right to represent
themselves individually in grievance matters.
50.1.2. Employees may designate a representative to
represent them in grievance matters.
50.1.3. No supervisor shall be represented in grievance
matters by an employee whom he may supervise.
50.1.4. No employee shall be represented in grievance
matters by a supervisor for whom he may work.
ARTICLE 51.
• INSURANCE
51.1. Health Insurance
51.1.1. ANAHEIM agrees to sponsor the City Medical
Plan, Kaiser Foundation Health Plan, and other prepaid
and /or insured health plans recommended by the Joint
Committee on Medical Programs and approved by the City
Council.
51.1.2. ANAHEIM and Employee Contributions
51.1.2.1. ANAHEIM Contributions
51.1.2.1.1. For all prepaid and /or insured
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medical plans sponsored by ANAHEIM, ANAHEIM will
pay a monthly amount equal to 100% of the Kaiser
monthly rate for the term of the Memorandum.
51.1.2.1.2. For the self funded City Medical
Plan, during the term of this Memorandum ANAHEIM
shall contribute 110% of the monthly Kaiser Rate.
51.1.2.1.3. For the various dental plans,
ANAHEIM will during the term of this Memorandum pay
an amount equal to 100% of the monthly 1984
Safeguard rate.
Single 11.00
Two Party 17.10
Family 24.66
51.1.2.2. Employee Contributions
51.1.2.2.1. Employees who select a prepaid or
insured medical plan other than Kaiser shall be
required to contribute an amount equal to 100% of
the excess amount over the Kaiser monthly rate.
Employees who select the self- funded City Medical
"" Plan shall be required to pay the difference
between the total cost of the plan and the City
contribution schedule established in Section
51.1.2.1.2..
51.1.2.2.2. Employees who select a dental plan
other than Safeguard will be required to contribute
an amount equal to 100% of the excess amount over
the 1984 Safeguard monthly rate.
51.1.3. The City Medical Plan shall be described in a
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booklet which shall become a part of this memorandum by
reference. Changes recommended by the Joint Committee on
Medical Programs and approved by the City Council shall
also become a part of this memorandum by reference.
51.1.4. For all medical plans, married ANAHEIM employee
couples shall be allowed only one medical plan and only one
dental plan to cover all family members, and married
ANAHEIM employee couples covered by a single enrollment
shall pay no health insurance premium while both spouses
are employed by ANAHEIM.
51.1.5. Proof of marriage will be required of all
employees enrolled in any City Medical plan to enroll a
dependent spouse.
51.1.6. The Master contract between ANAHEIM and the
plan administrator shall govern in the event of any
disputes over any matter within the provisions of the
contract.
51.1.7. The benefit schedules for the prepaid HMO
health plans will not be modified unilaterally by ANAHEIM,
except that each company may, from time to time, make
revisions to master contract language or impose minor
benefit modifications. If an imposed benefit modification
results in a monthly fee increase, the cost - sharing
provisions of this Memorandum in effect on the date the fee
increase is effective shall be applied to the new fees.
51.2. Life Insurance
51.2.1. For Life Insurance ANAHEIM agrees to provide
group term life insurance during the term of this
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Memorandum according to the following schedule:
Annual Salary Volume
$ 0 - $ 5000 $ 5000
5001 - 10000 10000
10000 - 15000 15000
15001 - 20000 20000
20001 - or above 25000
Dependent coverage with an insurance volume up to $1000
per dependent may be added to the life insurance
coverage at the option of the employee.
51.2.1.1. ANAHEIM agrees to provide supplemental term
life insurance equal to the amount provided in
accordance with Article 51.2.1. One hundred percent
(100 %) of the cost of the supplemental term life
insurance shall be paid by the employee.
•
51.2.2. ANAHEIM shall contribute one half (h) the cost
of the premium for group term life insurance and dependent
coverage. The employee shall contribute the difference
between ANAHEIM contribution and the total premium cost.
51.2.3. An employee who retires shall receive a paid -up
life insurance policy, paid for wholly by ANAHEIM, with a
face value of $100.00 for each complete year of service and
$50.00 for more than six months, but less than a complete
year of service up to a maximum of $2,000.00
51.2.4. Permanent and Total Disability Life Insurance
Benefit
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51.2.4.1. Employees eligible to retire: Such
employee who is permanently and totally disabled shall
receive the following Life Insurance benefit:
(a) $100 paid up life insurance for each year of
service as provided under the Retired Life
Insurance Program.
(b) Decreasing term life insurance in the amount
of the employee's Basic Life insurance less the
paid up life insurance described above. Such term
life insurance shall decrease by 1/60 of the
adjusted value each month until the face value of
such insurance reaches zero (5 years).
(c) The permanently and totally disabled employee
will pay no premium during the term of this
benefit.
51.2.4.2. Employees not eligible to retire: Such
employee shall receive the following Life Insurance
benefit:
(a) Decreasing term life insurance in the amount
of the employee's Basic Life Insurance. Such term
insurance shall decrease by 1/60 of the original
amount each month until the face value reaches zero
(5 years).
(b) The permanently and totally disabled employee
shall pay no premium during the term of this
benefit.
51.3. Long Term Disability Benefits
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51.3.1. ANAHEIM agrees to pay for long term disability
insurance during the term of this Memorandum.
51.3.2. An employee shall not be eligible to receive
long term disability benefits until he /she has completed
one (1) year of service.
51.4. Dental Plans
51.4.1. ANAHEIM agrees to continue sponsorship of the
fee for service dental plan.
51.4.2. ANAHEIM agrees to continue sponsorship of
prepaid dental plans.
51.5. Short Term Disability
51.5.1. ANAHEIM agrees to continue sponsorship of the
employee paid short -term disability insurance coverage for
presently enrolled employees during the term of this
Memorandum.
51.5.2. ANAHEIM agrees to provide the existing Short
Term Disability plan in accordance with Article 39.4.
ANAHEIM agrees to pay ANAHEIM'S portion of medical, dental,
life, and optical insurance during absence due to illness
or injury and while collecting short term disability
benefits.
51.6. Pensions
51.6.1. ANAHEIM shall contribute seven percent (7 %) of
the employee contribution for retirement benefits in
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accordance with the provisions of the contract between
ANAHEIM and the Public Employees' Retirement System.
51.6.2. ANAHEIM shall contribute a portion of the cost
of employee survivors' benefits in accordance with the
provisions of the above contract.
51.6.3. ANAHEIM agrees to adopt Section 21266 of the
California Government Code, Post Retirement Survivor
Allowance to continue after remarriage as early as
possible.
ARTICLE 52.
POST RETIREMENT MEDICAL BENEFITS
52.1. Regular, full -time employees in the classified service
in classifications listed in Appendix "A ", who are enrolled as
subscriber in an ANAHEIM sponsored health plan at the time of
separation from ANAHEIM service shall be eligible to participate
in any ANAHEIM sponsored health (medical benefits only) plan as
a retiree.
52.1.1. Employees who retired prior to January 1, 1988,
who were eligible for post retirement health benefits at
the time of their separation from ANAHEIM service and who
maintain continuous membership in good standing shall pay
monthly premiums in accordance with the following schedule:
Single coverage 15.00 monthly
Two party coverage 15.00 monthly
Family coverage 45.00 monthly
52.1.2. The surviving spouse of the retiree may
continue coverage under the same terms and conditions.
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52.1.3. Employees who were hired prior to
January 1, 1984, and who retire on or after
January 1, 1988, and prior to January 1, 1994, and who meet
the requirements described below shall be eligible to
participate in any ANAHEIM sponsored health plan.
52.1.3.1. The employees must have completed at least
five (5) years of continuous, full time ANAHEIM service
on the date of retirement, and
52.1.3.2. The employee must have been awarded a
retirement from the Public Employees' Retirement System • ( "PERS ") as the reason for separation from ANAHEIM
service, and
52.1.3.3. PERS retirement benefits must commence no
later than the first day of the month following the
date of separation from ANAHEIM service.
52.1.3.4. ANAHEIM shall contribute towards the
premium costs of any ANAHEIM sponsored health plan
elected by the employee up to the amount contributed by
ANAHEIM towards the cost of the Employee Medical Plan
Option I in the year prior to the employee's
retirement. •
52.1.3.5. The surviving spouse of the retiree may
continue coverage under the same terms and conditions.
52.1.4. Employees who retire on or after January 1,
1988, and who meet the requirements described below shall
be eligible to participate in any ANAHEIM sponsored health
plan.
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52.1.4.1. The employees must have completed at least
ten (10) years of continuous, full time ANAHEIM service
on the date of retirement, and
52.1.4.2. The employee must have been awarded a
retirement from PERS as the reason for separation from
ANAHEIM service, and
52.1.4.3. PERS retirement benefits must commence no
later than the first day of the month following the
date of separation from ANAHEIM service, OR
52.1.4.4. The employee must have been awarded a
disability retirement (Ordinary or Industrial) from
PERS as the reason for separation from ANAHEIM service.
52.1.4.5. ANAHEIM shall contribute towards the
premium costs of the ANAHEIM sponsored health plan
elected by the employee according to the following
schedule:
52.1.4.5.1. For Service Retirements, the
contribution shall be a percentage of the annual
Single or Two Party contribution made by ANAHEIM on
behalf of active employees, the percentage equal to
one and one half (1.5) times the miscellaneous PERS
retirement schedule, to a maximum contribition of
95% based on the employee's age and consecutive
years of ANAHEIM service at the time of
retirement. ANAHEIM service and the retiree's age
shall be calculated to the nearest complete one
quarter year.
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52.1.4.5.2. For Disability Retirements, the
contribution shall be a percentage of the annual
Single or Two Party contribution made by ANAHEIM on
behalf of active employees, the percentage equal to
2% for each year of service to a maximum
contribution of 95% based on the employee's
consecutive years of ANAHEIM service at the time of
retirement. ANAHEIM service shall be calculated to
the nearest complete one quarter year.
52.1.4.5.3. In the event an employee is
eligible for both a Service and a Disability
Retirement benefit under this Article, the employee
shall receive the Service Retirement benefit.
52.1.4.5.4. The ANAHEIM contribution shall be
based on the Two party rate only for those
employees who properly enroll a dependent spouse or
other family members prior to retirement, and shall
continue only as long as the retiree maintains
coverage for such dependents in ANAHEIM sponsored
health plans. Nothing in this Article shall
prevent a retiree from properly enrolling new
dependents at the retiree's cost.
52.1.4.5.5. The full value of any MediCare
credits provided to ANAHEIM or MediCare surcharges
imposed on ANAHEIM by virtue of a retiree's
participation or nonparticipation in MediCare shall
be passed on to the retiree in the form of reduced
or increased premium costs.
52.1.4.5.6. The surviving spouse of the retiree
may continue coverage under the same terms and
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conditions provided that the surviving spouse was
properly enrolled at the time of the employee's
retirement and that dependent coverage was
continuously maintained during the employee's
retirement.
52.1.5. Any employee who retires from ANAHEIM service
and who is eligible to receive a benefit under this Article
may elect any benefit for which they are eligible at the
time of retirement. Such election shall be irrevocable.
52.1.6. The following conditions shall apply to all
retirees who have post retirement medical benefit coverage
under this Article:
52.1.6.1. Once cancelled for any reason, coverage
shall not be reinstated.
52.1.6.2. Coverage shall be cancelled for non payment
of fees after three months in arrears.
52.1.6.3. There shall be Coordination of benefits
where other insurance exists.
52.1.6.4. Retirees may change plans and add
dependents only during the annual open enrollment
period, except that the surviving spouse of a retiree
may not enroll a new spouse.
52.1.6.5. Vision Care benefits provided under the
Employee Medical plan are excluded from benefits for
retired employees.
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ARTICLE 53.
PHYSICAL EXAMINATIONS
53.1. In order to be eligible for employment with ANAHEIM,
candidates shall be required to pass a physical examination, the
character of which shall be in accordance with standards
established by the Human Resources Director.
53.2. In order to be eligible for promotion or transfer to a
job class in a category requiring greater physical qualification
than his present job class, any employee must pass the
appropriate physical examination.
53.3. Any employee •who returns to work after an absence in
excess of forty -eight (48) consecutive working hours due to
illness or physical incapacity may be required by his department
head to undergo a physical examination.
53.3.1. Any employee who fails to pass a physical
examination required under the provisions of Article 53.3.
may be transferred or demoted to a position requiring
lesser physical qualifications, recommended for disability
retirement, or terminated.
53.4. All physical examinations required under the provisions
of this Article shall be performed by a physician in active
practice licensed by California State Law and within the scope
of his practice as defined by California State Law.
53.4.1. Exceptions to the provisions of Article 53.4.
may be made only in the case of out -of -state candidates for
employment. In such cases, the physician performing the
examination may be a physician licensed by the state in
which the candidate resides.
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53.5. ANAHEIM shall pay for any physical examination required
under the provisions of this Article.
ARTICLE 54.
JOINT COMMITTEE ON MEDICAL PROGRAMS
54.1. The parties to this agreement, in recognition of the
need to provide an adequate level of medical care coverage at a
reasonable cost to ANAHEIM and its employees hereby agree to the
formation of a committee to analyze current ANAHEIM sponsored
medical programs, review alternative approaches to plan design
and providing medical care programs, and investigate cost
containment systems, all for the purpose of achieving adequate
low -cost medical care for the employees of ANAHEIM.
54.2. Serving on the committee with Human Resources
Department staff and operating Department management staff will
be two members from the Anaheim Municipal Employees Association
(Clerical Employees Unit).
54.3. This committee will meet as often as is necessary
during the life of this agreement and will report to the Human
Resources Director on a periodic basis its findings and
recommendations for changes to ANAHEIM'S present medical
programs. A report shall be prepared setting forth specific
recommendations as to alternatives, plan design, and cost
containment provisions. The report shall be forwarded to the
City Manager for review.
54.4. Because of the complexity of the problem and the
diverse interests of the respective organizations, the parties
recognize that it is incumbent upon all members of the committee
to work in a spirit of harmony and cooperation to achieve what
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should be beneficial to all concerned.
ARTICLE 55.
AGENCY SHOP
55.1. ANAHEIM agrees to implement an agency shop in
accordance with Section 3502.5 of the Government Code.
ARTICLE 56.
NOTIFICATION OF CONTRACTING OUT
56.1. ANAHEIM agrees to notify the AMEA of possible
contracting out of City work or services if such contracting out
will have a significant long term impact on work performed by
employees in classifications represented by the AMEA.
56.1.1. Such notification will be given before a
decision to contract out is made; and
56.1.2. AMEA will have an opportunity to comment prior
to a determination by ANAHEIM to enter into contracting
arrangements.
ARTICLE 57.
NO STRIKE
57.1. The AMEA agrees that under the terms of this
Memorandum, AMEA and /or its members shall not conduct any
strikes, slow -downs or other work stoppages against ANAHEIM, or
to withdraw from assignments to standby duty during any
grievance or dispute which may arise out of the application or
interpretation of the terms or conditions of this Memorandum or
any matter subject to review through the GRIEVANCE PROCEDURE.
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ARTICLE 58.
TRANSFER OF CLASSIFICATIONS
58.1. Effective October 12, 1990, the following
classification will be transferred from the Clerical Employees
Unit into the General City Employees Unit:
Data Control Specialist
Senior Data Control Specialist
ARTICLE 59.
IMPLEMENTATION OF MEMORANDUM OF UNDERSTANDING
59.1. Notwithstanding any other provisions of this
Memorandum, the following modifications to this Memorandum of
Understanding will be effective on the date indicated.
ARTICLE PROVISION EFFECTIVE DATE
ALL • Non - economic First pay period
language changes after MOU approval
Insurance Spousal Continuation Upon completion of
PERS contract
modification
Insurance Additional Life Ins Upon acceptance of
the carrier
Vacation Change in vacation First pay period
cap after MOU approval
Vacation Change in annual Vacation payoff for
payoff an additional 40
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hours will occur
upon submission of
request documents
by AMEA after MOU
approval
General Over- Additional job First pay period
time classes eligible after MOU approval
for double time
Temporary Additional job First pay period
Upgrade classes eligible after MOU approval
for upgrade pay
Certification New Compensation and New and /or addi-
Pay Additional compensa- tional compensation
tion this fiscal year
will be paid within
30 days after MOU
approval
ARTICLE 60.
CONSTRUCTION
60.1. Nothing in this agreement shall be construed to deny
any person or employee the rights granted by Federal and State
laws and City Charter provisions. The rights, powers and
authority of the City Council in all matters, including the
right to maintain any legal action, shall not be modified or
restricted by this agreement. The provisions of this agreement
are not intended to conflict with the provisions of Chapter 10,
Division 4, Title 1 of the Government Code of the State of
California (Sections 3500, et seq.) as amended in 1982.
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ARTICLE 61.
SAVINGS CLAUSE
61.1. The resolution of ANAHEIM shall provide that if any
provision of this Memorandum or the resolution is at any time,
or in any way, held to be contrary to any law by any court of
proper jurisdiction, the remainder of this Memorandum and the
remainder of the resolution shall not be affected thereby, and
shall remain in full force and effect.
ARTICLE 62.
DURATION
62.1. The terms of this Memorandum are to remain in full
force and effect until the 7th day of October, 1993. Upon
adoption of a resolution approving this Memorandum and the terms
hereof by the City Council of the City of Anaheim, this
Memorandum shall be in full force and effect as of the 12th day
of October, 1990.
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STAFF O FICIALS OF THE ANAHEIM MUNICIPAL EMPLOYEES
CITY O ANAHEIM, a ASSOCIATION
munic' al core rat
By' -4` By w� , - . r ' 1 jr
B OCA1C-2,WA C i By , .// ,' .
By L. By AMIN
BO By - _
By 41.1.. ,....IS 10 , AL,Z., ,Z.t.L,
By . �,.- / B ��, i / � • /' i
By y `I1i / ����
By By � 44 1 11F I AMPr ii°6'
lir By By / 10 _ flleI /L
By By . _i __ 6. AL:
BY By' / /,I / _ 1/ d„..„
By By ' NI. /RIIiIT
r- ,
2 1 2 , ' 9 ) 2 - 2 5 -5 I
-, Dated:
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•
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - CLERICAL UNIT
APPENDIX 'A'
WAGES
October 12, 1990 through October 10, 1991
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
ACCOUNTING SPECIALIST 1309 J -E $10.26 - $13.09 $1,778.40 - $2,268.93 $21,340.80 - $27,227.20
ACCOUNTING TECHNICIAN 1636 J -E $12.82 - $16.36 $2,222.13 - $2,835.73 $26,665.60 $34,028.80
AUTOMOTIVE STOCK CLERK 1346 J -E $10.55 - $13.46 $1,828.67 - $2,333.07 $21,944.00 - $27,996.80
BOOKING & SCHEDULING SPECIALIST 1471 J -E $11.53 - $14.71 $1,998.53 - $2,549.73 $23,982.40 - $30,596.80
BOOKMOBILE OPERATOR U2 1346 J -E $10.55 - $13.46 $1,828.67 - $2,333.07 $21,944.00 - $27,996.80
BOX OFFICE SPECIALIST 1440 J -E $11.28 - $14.40 $1,955.20 - $2,496.00 $23,462.40 - $29,952.00
BUILDING PERMIT REPRESENTATIVE 1295 J -E $10.15 - $12.95 $1,759.33 - $2,244.67 $21,112.00 - $26,936.00
CASHIER 1374 J -E $10.77 - $13.74 $1,866.80 - $2,381.60 $22,401.60 - $28,579.20
CASHIER SUPERVISOR UFS 1636 A -E $13.46 - $16.36 $2,333.07 - $2,835.73 $27,996.80 - $34,028.80
CLERK 1000 J -E $7.84 - $10.00 $1,358.93 - $1,733.33 $16,307.20 - $20,800.00
COUNCIL AGENDA COORDINATOR 1471 J -E $11.53 - $14.71 $1,998.53 - $2,549.73 $23,982.40 - $30,596.80
ENTRY OPERATOR U2 1236 J -E $9.68 - $12.36 $1,677.87 - $2,142.40 $20,134.40 - $25,708.80
PROCESSING CLERK 1177 J -E $9.22 - $11.71 $1,598.13 - $2,040.13 $19,177.60 - $24,481.60
uctqATMENTAL RECORDS SPECIALIST 1412 J -E $11.06 - $14.12 $1,917.07 - $2,447.47 $23,004.80 - $29,369.60
HOUSING ELIGIBILITY SPECIALIST 1295 J -E $10.15 - $12.95 $1,759.33 - $2,244.67 $21,112.00 - $26,936.00
INTERMEDIATE CLERK 1118 J -E $8.76 - $11.18 $1,518.40 - $1,937.87 $18,220.80 - $23,254.40
JOB TRAINING PROGRAM SPECIALIST 1374 J -E $10.77 - $13.74 $1,866.80 - $2,381.60 $22,401.60 $28,579.20
LIBRARY CIRCULATION SPECIALIST 1295 J -E $10.15 - $12.95 $1,759.33 - $2,244.67 $21,112.00 - $26,936.00
LIBRARY CLERK 1000 J -E $7.84 - $10.00 $1,358.93 - $1,733.33 $16,307.20 - $20,800.00
LIBRARY TECHNICAL SERVICES SPECIALIST 1412 J -E $11.06 - $14.12 $1,917.07 - $2,447.47 $23,004.80 - $29,369.60
OFFICE SPECIALIST 1177 J -E $9.22 - $11.77 $1,598.13 - $2,040.13 $19,177.60 - $24,481.60
OFFICE SPECIALIST /TRANSCRIBER 1236 J -E $9.68 - $12.36 $1,677.87 - $2,142.40 $20,134.40 - $25,708.80
OFFICE SUPERVISOR UFS 1530 A -E $12.59 - $15.30 $2,182.27 - $2,652.00 $26,187.20 - $31,824.00
PAYROLL SPECIALIST 1440 J -E $11.28 - $14.40 $1,955.20 - $2,496.00 $23,462.40 - $29,952.00
PAYROLL TECHNICIAN 1636 J -E $12.82 - $16.36 $2,222.13 - $2,835.73 $26,665.60 - $34,028.80
POLICE COMMUNICATIONS OPERATOR U2 1250 J -E $9.79 - $12.50 $1,696.93 - $2,166.67 $20,363.20 - $26,000.00
POLICE COMMUNICATIONS SUPERVISOR UFS 2084 A -E $17.15 - $20.84 $2,972.67 - $3,612.27 $35,672.00 - $43,347.20
POLICE DISPATCHER U2 1667 R -E $12.44 - $16.67 $2,156.27 - $2,889.47 $25,875.20 - $34,673.60
P 'E RECORDS CLERK 1116 J -E $8.74 - $11.16 $1,514.93 - $1,934.40 $18,179.20 - $23,212.80
RECORDS SPECIALIST 1240 J -E $9.72 - $12.40 $1,684.80 - $2,149.33 $20,217.60 - $25,792.00
r,,10E RECORDS SPECIALIST /MATRON U2 1364.A -E $11.22 - $13.64 $1,944.80 - $2,364.27 $23,337.60 - $28,371.20
POLICE RECORDS SUPERVISOR UFS 1674 J -E $13.12 - $16.74 $2,274.13 - $2,901.60 $27,289.60 - $34,819.20
PRINCIPAL OFFICE SPECIALIST UFS 1442 J -E $11.30 - $14.42 $1,958.67 - $2,499.47 $23,504.00 - $29,993.60
PROPERTY AND SUPPLY CLERK 1346 J -E $10.55 - $13.46 $1,828.67 - $2,333.07 $21,944.00 - $27,996.80
PROPERTY AND SUPPLY SUPERVISOR UFS 1583 A -E $13.02 - $15.83 $2,256.80 - $2,743.87 $27,081.60 - $32,926.40
RADIO OPERATOR 1059 J -E $8.30 - $10.59 $1,438.67 - $1,835.60 $17,264.00 - $22,027.20
RECREATION PERSONNEL SPECIALIST U2 1442 J -E $11.30 - $14.42 $1,958.67 - $2,499.47 $23,504.00 - $29,993.60
SR ACCOUNTING SPECIALIST UFS 1440 A -E $11.85 - $14.40 $2,054.00 - $2,496.00 $24,648.00 $29,952.00
SR BUILDING PERMIT REPRESENTATIVE 1412 A -E $11.62 - $14.12 $2,014.13 - $2,447.47 $24,169.60 - $29,369.60
SR CLERK UFS 1295 J -E $10.15 - $12.95 $1,759.33 - $2,244.67 $21,112.00 - $26,936.00
SR DATA ENTRY OPERATOR UFS 1295 A -E $10.65 - $12.95 $1,846.00 - $2,244.67 $22,152.00 - $26,936.00
SR LIBRARY CLERK 1236 A -E $10.17 - $12.36 $1,762.80 - $2,142.40 $21,153.60 - $25,708.80
SR OFFICE SPECIALIST UFS 1383 J -E $10.84 - $13.83 $1,878.93 - $2,397.20 $22,547.20 - $28,766.40
SR PROPERTY AND SUPPLY CLERK 1425 A -E $11.72 - $14.25 $2,031.47 - $2,470.00 $24,377.60 - $29,640.00
SR STOREKEEPER 1583 A -E $13.02 - $15.83 $2,256.80 - $2,743.87 $27,081.60 - $32,926.40
SR TELEPHONE OPERATOR RECEPTIONIST UFS 1177 J -E $9.22 - $11.77 $1,598.13 - $2,040.13 $19,177.60 - $24,481.60
SR WORD PROCESSING OPERATOR 1354 A -E $11.14 - $13.54 $1,930.93 - $2,346.93 $23,171.20 - $28,163.20
ANAHEIM shall pay 7% of the employee contribution towards PERS.
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•
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - CLERICAL UNIT
APPENDIX 'A'
WAGES
October 12, 1990 through October 10, 1991
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
STOREKEEPER 1425 J -E $11.17 - $14.25 $1,936.13 - 82,470.00 823,233.60 - 829,640.00
SUPPLY CLERK /DRIVER 1266 J -E 89.92 - $12.66 81,719.47 - $2,194.40 820,633.60 - 826,332.80
TELEPHONE OPERATOR RECEPTIONIST U2 1059 J -E 88.30 - 810.59 81,438.67 - $1,835.60 $17,264.00 - 822,027.20
TELEPHONE OPERATOR /RECEPTIONIST SUPERVISOR UFS 1265 J -E 89.91 - 812.65 81,717.73 - 82,192.67 820,612.80 - 826,312.00
TYPIST CLERK 1059 J -E 88.30 - 810.59 $1,438.67 - 81,835.60 817,264.00 - 822,027.20
WARDROBE ASSISTANT 1266 J -E 89.92 - 812.66 81,719.47 - 82,194.40 820,633.60 - 826,332.80
WORD PROCESSING OPERATOR U2 1265 A -E 810.41 - 812.65 81,804.40 - 82,192.67 821,652.80 - $26,312.00
WORD PROCESSING SUPERVISOR UFS 1589 A -E 813.07 - 815.89 82,265.47 - 82,754.27 $27,185.60 - 833,051.20
ANAHEIM shall pay 7% of the employee contribution towards PERS.
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t
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - CLERICAL UNIT
APPENDIX 'A'
WAGES
October 11, 1991 through October 8, 1992
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
ACCOUNTING SPECIALIST 1365 J -E $10.70 - $13.65 $1,854.67 - $2,366.00 $22,256.00 - $28,392.00
ACCOUNTING TECHNICIAN 1706 J -E $13.37 - $17.06 $2,317.47 - $2,957.07 $27,809.60 - $35,484.80
AUTOMOTIVE STOCK CLERK 1403 J -E $10.99 - $14.03 $1,904.93 - $2,431.87 $22,859.20 - $29,182.40
BOOKING & SCHEDULING SPECIALIST 1534 J -E $12.02 - $15.34 $2,083.47 - $2,658.93 $25,001.60 - $31,907.20
BOOKMOBILE OPERATOR U2 1403 J -E $10.99 - $14.03 $1,904.93 - $2,431.87 $22,859.20 - $29,182.40
BOX OFFICE SPECIALIST 1502 J -E $11.77 - $15.02 $2,040.13 - $2,603.47 $24,481.60 - $31,241.60
BUILDING PERMIT REPRESENTATIVE 1350 J -E $10.58 - $13.50 $1,833.87 - $2,340.00 $22,006.40 - $28,080.00
CASHIER 1433 J -E. $11.23 - $14.33 $1,946.53 - $2,483.87 $23,358.40 - $29,806.40
CASHIER SUPERVISOR UFS 1706 A -E $14.04 - $17.06 $2,433.60 - $2,957.07 $29,203.20 - $35,484.80
CLERK 1043 J -E $8.17 - $10.43 $1,416.13 - $1,807.87 $16,993.60 - $21,694.40
/4140CIL AGENDA COORDINATOR 1534 J -E $12.02 - $15.34 $2,083.47 - $2,658.93 $25,001.60 - $31,907.20
ENTRY OPERATOR U2 1288 J -E $10.09 - $12.88 $1,748.93 - $2,232.53 $20,987.20 - $26,790.40
,..,,A PROCESSING CLERK 1227 J -E $9.61 - $12.27 $1,665.73 - $2,126.80 $19,988.80 - $25,521.60
DEPARTMENTAL RECORDS SPECIALIST 1472.J -E $11.53 - $14.72 $1,998.53 - $2,551.47 $23,982.40 - $30,617.60
HOUSING ELIGIBILITY SPECIALIST 1350 J -E $10.58 - $13.50 $1,833.87 - $2,340.00 $22,006.40 - $28,080.00
INTERMEDIATE CLERK 1166 J -E $9.14 - $11.66 $1,584.27 - $2,021.07 $19,011.20 - $24,252.80
J08 TRAINING PROGRAM SPECIALIST 1433 J -E $11.23 - $14.33 $1,946.53 - $2,483.87 $23,358.40 $29,806.40
LIBRARY CIRCULATION SPECIALIST 1350 J -E $10.58 - $13.50 $1,833.87 - $2,340.00 $22,006.40 - $28,080.00
LIBRARY CLERK 1043 J -E $8.17 - $10.43 $1,416.13 - $1,807.87 $16,993.60 - $21,694.40
LIBRARY TECHNICAL SERVICES SPECIALIST 1472 J -E $11.53 - $14.72 $1,998.53 - $2,551.47 $23,982.40 - $30,617.60
OFFICE SPECIALIST 1227 J -E $9.61 - $12.27 $1,665.73 - $2,126.80 $19,988.80 - $25,521.60
OFFICE SPECIALIST/TRANSGRIBER 1288 J -E $10.09 - $12.88 $1,748.93 - $2,232.53 $20,987.20 - $26,790.40
OFFICE SUPERVISOR UFS 1595 A -E $13.12 - $15.95 $2,274.13 - $2,764.67 $27,289.60 - $33,176.00
PAYROLL SPECIALIST 1502 J -E $11.77 - $15.02 $2,040.13 - $2,603.47 $24,481.60 - $31,241.60
PAYROLL TECHNICIAN 1706 J -E $13.37 - $17.06 $2,317.47 - $2,957.07 $27,809.60 - $35,484.80
POLICE COMMUNICATIONS OPERATOR U2 1304 J -E $10.22 - $13.04 $1,771.47 - $2,260.27 $21,257.60 - $27,123.20
POLICE COMMUNICATIONS SUPERVISOR UFS 2173 A -E $17.88 - $21.73 $3,099.20 - $3,766.53 $37,190.40 - $45,198.40
TCE DISPATCHER U2 1738 R -E $12.97 - $17.38 $2,248.13 - $3,012.53 $26,977.60 - $36,150.40
:E RECORDS CLERK 1164 J -E $9.12 - $11.64 $1,580.80 - $2,017.60 $18,969.60 - $24,211.20
__ICE RECORDS SPECIALIST 1293 J -E $10.13 - $12.93 $1,755.87 - $2,241.20 $21,070.40 - $26,894.40
POLICE RECORDS SPECIALIST /MATRON U2 1422 A -E $11.70 - $14.22 $2,028.00 - $2,464.80 $24,336.00 - $29,577.60
POLICE RECORDS SUPERVISOR UFS 1746 J -E $13.68 - $17.46 $2,371.20 - $3,026.40 $28,454.40 - $36,316.80
PRINCIPAL OFFICE SPECIALIST UFS 1503 J -E $11.78 - $15.03 $2,041.87 - $2,605.20 $24,502.40 - $31,262.40
PROPERTY AND SUPPLY CLERK 1403 J -E $10.99 - $14.03 $1,904.93 - $2,431.87 $22,859.20 - $29,182.40
PROPERTY AND SUPPLY SUPERVISOR UFS 1650 A -E $13.57 - $16.50 $2,352.13 - $2,860.00 $28,225.60 - $34,320.00
RADIO OPERATOR 1104 J -E $8.65 - $11.04 $1,499.33 - $1,913.60 $17,992.00 - $22,963.20
RECREATION PERSONNEL SPECIALIST U2 1503 J -E $11.78 - $15.03 $2,041.87 - $2,605.20 $24,502.40 - $31,262.40
SR ACCOUNTING SPECIALIST UFS 1502 A -E $12.36 - $15.02 $2,142.40 - $2,603.47 $25,708.80 - $31,241.60
SR BUILDING PERMIT REPRESENTATIVE 1472 A -E $12.11 - $14.72 $2,099.07 - $2,551.47 $25,188.80 - $30,617.60
SR CLERK UFS 1350 J -E $10.58 - $13.50 $1,833.87 - $2,340.00 $22,006.40 - $28,080.00
SR DATA ENTRY OPERATOR UFS 1350 A -E $11.11 - $13.50 $1,925.73 - $2,340.00 $23,108.80 - $28,080.00
SR LIBRARY CLERK 1288 A -E $10.60 - $12.88 $1,837.33 - $2,232.53 $22,048.00 - $26,790.40
SR OFFICE SPECIALIST UFS 1442 J -E $11.30 - $14.42 $1,958.67 - $2,499.47 $23,504.00 - $29,993.60
SR PROPERTY AND SUPPLY CLERK 1485 A -E $12.22 - $14.85 $2,118.13 - $2,574.00 $25,417.60 - $30,888.00
SR STOREKEEPER 1650 A -E $13.57 - $16.50 $2,352.13 - $2,860.00 $28,225.60 - $34,320.00
SR TELEPHONE OPERATOR RECEPTIONIST UFS 1227 J-E $9.61 - $12.27 $1,665.73 - $2,126.80 $19,988.80 - $25,521.60
SR WORD PROCESSING OPERATOR 1411 A -E $11.61 - $14.11 $2,012.40 - $2,445.73 $24,148.80 - $29,348.80
ANAHEIM shall pay 7% of the employee contribution towards PERS.
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ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - CLERICAL UNIT
APPENDIX 'A'
WAGES
October 11, 1991 through October 8, 1992
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
STOREKEEPER 1485 J -E $11.64 - 814.85 $2,017.60 - $2,574.00 $24,211.20 - $30,888.00
SUPPLY CLERK /DRIVER 1320 J -E $10.34 - $13.20 $1,792.27 - $2,288.00 $21,507.20 - $27,456.00
TELEPHONE OPERATOR RECEPTIONIST U2 1104 J -E $8.65 - $11.04 $1,499.33 - $1,913.60 $17,992.00 - $22,963.20
TELEPHONE OPERATOR /RECEPTIONIST SUPERVISOR UFS 1319 J -E $10.33 - $13.19 $1,790.53 - $2,286.27 $21,486.40 - $27,435.20
TYPIST CLERK 1104 J -E $8.65 - $11.04 $1,499.33 - $1,913.60 $17,992.00 - $22,963.20
WARDROBE ASSISTANT 1320 J -E $10.34 - $13.20 $1,792.27 - $2,288.00 $21,507.20 - $27,456.00
WORD PROCESSING OPERATOR U2 1319 A -E $10.85 - $13.19 $1,880.67 - $2,286.27 $22,568.00 - $27,435.20
WORD PROCESSING SUPERVISOR UFS 1656 A -E $13.62 - $16.56 $2,360.80 - $2,870.40 $28,329.60 - $34,444.80
tom'
ANAHEIM shall pay 7% of the employee contribution towards PERS.
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ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - CLERICAL UNIT
' APPENDIX 'A'
WAGES
October 9, 1992 through October 7, 1993
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
ACCOUNTING SPECIALIST 1433.J -E $11.23 - $14.33 81,946.53 - $2,483.87 $23,358.40 - 829,806.40
ACCOUNTING TECHNICIAN 1791 J -E $14.03 - $17.91 $2,431.87 - $3,104.40 $29,182.40 - $37,252.80
AUTOMOTIVE STOCK CLERK 1473 J -E $11.54 - $14.73 $2,000.27 - $2,553.20 $24,003.20 - $30,638.40
BOOKING & SCHEDULING SPECIALIST 1610 J -E $12.61 - $16.10 $2,185.73 - $2,790.67 $26,228.80 - $33,488.00
BOOKMOBILE OPERATOR U2 1473 J -E $11.54 - $14.73 $2,000.27 - $2,553.20 $24,003.20 - $30,638.40
BOX OFFICE SPECIALIST 1576 J -E $12.35 - $15.76 $2,140.67 - $2,731.73 $25,688.00 - $32,780.80
BUILDING PERMIT REPRESENTATIVE 1417 J -E $11.10 - $14.17 $1,924.00 - $2,456.13 $23,088.00 - $29,473.60
CASHIER 1505 J -E $11.79 - $15.05 $2,043.60 - $2,608.67 $24,523.20 - $31,304.00
CASHIER SUPERVISOR UFS 1791 A -E $14.73 - $17.91 $2,553.20 - $3,104.40 $30,638.40 - $37,252.80
CLERK 1095 J -E $8.58 - $10.95 $1,487.20 $1,898.00 $17,846.40 - $22,776.00
COUNCIL AGENDA COORDINATOR 1610 J -E $12.61 - $16.10 $2,185.73 - $2,790.67 $26,228.80 - $33,488.00
1 ENTRY OPERATOR U2 1352 J-E $10.59 - $13.52 $1,835.60 - $2,343.47 $22,027.20 - $28,121.60
r PROCESSING CLERK 1288 J -E $10.09 - $12.88 $1,748.93 - $2,232.53 $20,987.20 - $26,790.40
ukrARTMENTAL RECORDS SPECIALIST 1546 J -E *12.11 - $15.46 $2,099.07 - $2,679.73 $25,188.80 - $32,156.80
HOUSING ELIGIBILITY SPECIALIST 1417 J -E $11.10 - $14.17 $1,924.00 - $2,456.13 $23,088.00 - $29,473.60
INTERMEDIATE CLERK 1224 J -E $9.59 - $12.24 $1,662.27 - $2,121.60 $19,947.20 - $25,459.20
JOB TRAINING PROGRAM SPECIALIST 1505 J -E $11.79 - $15.05 $2,043.60 - $2,608.67 $24,523.20 $31,304.00
LIBRARY CIRCULATION SPECIALIST 1417 J -E $11.10 - $14.17 $1,924.00 - $2,456.13 $23,088.00 - $29,473.60
LIBRARY CLERK 1095 J -E $8.58 - $10.95 $1,487.20 - $1,898.00 $17,846.40 - $22,776.00
LIBRARY TECHNICAL SERVICES SPECIALIST 1546 J -E $12.11 - $15.46 $2,099.07 - $2,679.73 $25,188.80 - $32,156.80
OFFICE SPECIALIST 1288 J -E $10.09 - $12.88 $1,748.93 - $2,232.53 $20,987.20 - $26,790.40
OFFICE SPECIALIST /TRANSCRIBER 1352 J -E $10.59 - $13.52 $1,835.60 - $2,343.47 $22,027.20 - $28,121.60
OFFICE SUPERVISOR UFS 1674 A -E $13.77 - $16.74 $2,386.80 - $2,901.60 $28,641.60 - $34,819.20
PAYROLL SPECIALIST 1576 J -E $12.35 - $15.76 $2,140.67 - $2,731.73 $25,688.00 - $32,780.80
PAYROLL TECHNICIAN 1791 J -E $14.03 - $17.91 $2,431.87 - $3,104.40 $29,182.40 - $37,252.80
POLICE COMMUNICATIONS OPERATOR U2 1369 J -E $10.73 - $13.69 $1,859.87 - $2,372.93 $22,318.40 - $28,475.20
POLICE COMMUNICATIONS SUPERVISOR UFS 2281 A -E $18.77 - $22.81 $3,253.47 - $3,953.73 $39,041.60 - $47,444.80
POLICE DISPATCHER U2 1825 R -E $13.62 - $18.25 $2,360.80 - $3,163.33 $28,329.60 - $37,960.00
9110E RECORDS CLERK 1222 J -E $9.57 - $12.22 $1,658.80 - $2,118.13 $19,905.60 - $25,417.60
`,E RECORDS SPECIALIST 1358 J -E $10.64 - $13.58 $1,844.27 - $2,353.87 $22,131.20 - $28,246.40
r._ICE RECORDS SPECIALIST /MATRON U2 1494 A -E $12.29 - $14.94 $2,130.27 - i2,589.60 $25,563.20 - $31,075.20
POLICE RECORDS SUPERVISOR UFS 1833 J -E $14.36 - $18.33 $2,489.07 - $3,177.20 $29,868.80 - $38,126.40
PRINCIPAL OFFICE SPECIALIST UFS 1578 J -E $12.36 - $15.78 $2,142.40 - $2,735.20 $25,708.80 - $32,822.40
PROPERTY AND SUPPLY CLERK 1473 J -E $11.54 - $14.73 $2,000.27 - $2,553.20 $24,003.20 - $30,638.40
PROPERTY AND SUPPLY SUPERVISOR UFS 1733 A -E $14.26 - $17.33 $2,471.73 - $3,003.87 $29,660.80 - $36,046.40
RADIO OPERATOR 1159 J -E $9.08 - $11.59 $1,573.87 - $2,008.93 $18,886.40 - $24,107.20
RECREATION PERSONNEL SPECIALIST U2 1578 J -E $12.36 - $15.78 $2,142.40 - $2,735.20 $25,708.80 - $32,822.40
SR ACCOUNTING SPECIALIST UFS 1576 A -E $12.97 - $15.76 $2,248.13 - $2,731.73 $26,977.60 - $32,780.80
SR BUILDING PERMIT REPRESENTATIVE 1546 A -E $12.72 - $15.46 $2,204.80 - $2,679.73 $26,457.60 - $32,156.80
SR CLERK UFS 1417 J -E $11.10 - $14.17 $1,924.00 - $2,456.13 $23,088.00 - $29,473.60
SR DATA ENTRY OPERATOR UFS 1417 A -E $11.66 - $14.17 $2,021.07 - $2,456.13 $24,252.80 - $29,473.60
SR LIBRARY CLERK 1352 A -E $11.12 - $13.52 $1,927.47 - $2,343.47 $23,129.60 - $28,121.60
SR OFFICE SPECIALIST UFS 1513 J -E $11.85 - $15.13 $2,054.00 - $2,622.53 $24,648.00 - $31,470.40
SR PROPERTY AND SUPPLY CLERK 1560 A -E $12.83 - $15.60 $2,223.87 - $2,704.00 $26,686.40 - $32,448.00
SR STOREKEEPER 1733 A -E $14.26 - $17.33 $2,471.73 - $3,003.87 $29,660.80 - $36,046.40
SR TELEPHONE OPERATOR RECEPTIONIST UFS 1288 J -E $10.09 - $12.88 $1,748.93 - $2,232.53 $20,987.20 - $26,790.40
SR WORD PROCESSING OPERATOR 1481 A -E $12.18 - $14.81 $2,111.20 - $2,567.07 $25,334.40 - $30,804.80
ANAHEIM shall pay 7% of the employee contribution towards PERS.
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•
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - CLERICAL UNIT
APPENDIX 'A'
WAGES
October 9, 1992 through October 7, 1993
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
STOREKEEPER 1560 J -E 812.22 - $15.60 $2,118.13 - $2,704.00 $25,417.60 - $32,448.00
SUPPLY CLERK /DRIVER 1386 J -E $10.86 - $13.86 $1,882.40 - $2,402.40 $22,588.80 - 828,828.80
TELEPHONE OPERATOR RECEPTIONIST U2 1159 J -E $9.08 - $11.59 $1,573.87 - $2,008.93 $18,886.40 - $24,107.20
TELEPHONE OPERATOR /RECEPTIONIST SUPERVISOR UFS 1385 J -E $10.85 - $13.85 $1,880.67 - $2,400.67 $22,568.00 - $28,808.00
TYPIST CLERK 1159 J -E $9.08 - $11.59 $1,573.87 - $2,008.93 $18,886.40 - $24,107.20
WARDROBE ASSISTANT 1386 J -E $10.86 - $13.86 $1,882.40 - $2,402.40 $22,588.80 - $28,828.80
WORD PROCESSING OPERATOR U2 1385 A -E $11.39 - $13.85 $1,974.27 - $2,400.67 $23,691.20 - $28,808.00
WORD PROCESSING SUPERVISOR UFS 1739 A -E $14.31 - $17.39 $2,480.40 - $3,014.27 $29,764.80 - $36,171.20
ANAHEIM shall pay 7% of the employee contribution towards PERS.
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